Gender Pay Parity Still 134 Years Away

Words by Kylie Washington

EVP & GM Global Entertainment BBC Studios ANZ

Last year’s inaugural publication of gender pay gap figures at many Australian employers revealed a particularly bleak picture for the media sector.

The Workplace Gender Equality Agency (WGEA) reported pay gaps as high as 26 per cent in some of Australia’s major media companies, and a gap of 13-18 per cent for most of the multinational advertising holding groups.

This shockingly high disparity places many women in media 134 years behind male counterparts.

I’d had enough of seeing this data. So, I asked my senior team to conduct an internal audit across every line, of every budget, on every show, to see how we were faring.

We grouped individuals into similar roles or award levels, taking into account not only gender and pay levels but previous experience. Regardless of gender, a person new to a role would generally start at the lower end of the pay range and as their experience grew so would their salary. We were faring pretty well. Where there were discrepancies, we altered pay levels. We have committed to making this an annual review.

Let me share an anecdote. Last year I was at the Logies and had a conversation with the CEO of a large production company in Australia. I mentioned the gender pay gap review and to my surprise and disappointment he said, ‘What gender pay gap?’

When I explained, he said, ‘Oh that pay gap my wife has been hassling me about’.

He was also not aware of the report released last year showing that a growing number of women are leaving the television industry because they are so dissatisfied. I told him I had immediately kicked off an internal review at BBC Studios and recommended he kick off his own internal pay gap review as a matter of urgency. The next morning, I emailed him the reports and stats so he could inform himself better.

Studies show that women in television – whether in executive roles, production, or on-screen – often earn less than their male counterparts. Unconscious bias, lack of pay transparency, and fewer opportunities for women to advance into senior leadership positions, contributes to this disparity. This gender pay gap would surely be feeding into the most recent Women in Media Industry Insight Report, finding that a record high of over a third of women (35 per cent) are contemplating leaving their jobs in media. Addressing the issue is about strengthening the industry by ensuring that the best talent, regardless of gender, is properly valued. As an industry, we need to collaborate to create a formal pay benchmark for roles across the Australian production sector and commit to concrete actions to rectify the imbalance.

Across the industry, a gender pay gap review and benchmarking would provide transparency, identify systemic inequalities, and offer actionable solutions. By committing to regular audits and accountability measures, the Australian television industry can move towards true pay equity. This isn’t just a moral obligation – it’s a business imperative. Fair pay fosters a more inclusive, motivated workforce, ultimately driving better content and a more representative media landscape for Australian audiences.

This year my daughter started her university degree in media and communication and as I look back to my start in this industry, nearly 30 years ago, I see how little progress has been made in so many areas of TV. At the current rate of this very slow progression, we won’t see this gap close for another 134 years, that’s five generations away. My children’s children’s children’s children will be discussing how to close the gap in 2159. That is simply not good enough.

Closing the gender pay gap in the Australian television industry requires a multi-faceted approach. Here are some ideas that companies can implement.

1. Pay transparency and regular audits

• Implement a gender pay audit across your business

• As an industry, we could work together with a benchmarking company to share data on salaries/roles and determine fair pay

• Publish salary ranges for roles to ensure transparency.

• Encourage production companies to look at pay discrepancies and outline corrective measures.

2. Equal pay for equal work

• Standardise pay rates for similar roles, regardless of gender.

• Ensure that contract negotiations start from a fair baseline, preventing women from being underpaid.

3. More women in leadership

• Increase female representation in decision-making roles.

• Introduce mentorship programs and sponsorship initiatives to support women’s career progression.

4. Address bias in hiring and promotions

• Implement unbiased hiring practices, such as blind recruitment processes.

• Provide training on unconscious bias for hiring managers and executives.

• Provide training for women on negotiating contracts.

5. Support flexible work and parental leave

• Ensure parental leave policies are equitable for both men and women.

• Encourage flexible work arrangements to support work-life balance without career penalties.

Back to that CEO and my conversation when I saw him a couple of months later at a network upfront. I took the opportunity to check in with him. ‘How’s the pay gap review going?’ He replied ‘Oh, yeah… nah…’. Shook his head and laughed. True story.

If you are in a position where you employ people, then you are in a position to make change immediately.

By taking action, the industry can create a fairer, more inclusive environment where talent is valued equally, regardless of gender. Because 2159 is an inconceivably long way off.

We all know the mantra ‘this business is built on collaboration’, this is no different.

If you would like to join the discussion about practical solutions for your production company or business, then please reach out to me as we will start to form a working group.