Steps to addressing gender differences in starting salaries

Providing greater transparency about starting salaries, so that all candidates know what the salary ranges are

Providing training or guidelines to guide managers and appointment panels in setting equitable starting salaries

Ensuring that starting salaries reflect the job requirements and the candidate’s proven relevant experience, skills and qualifications they bring to the job, not just their confidence and ability to bargain on their own behalf

Monitoring recent appointees after 6 months to see whether any gender differences in starting salaries were justifiable; and making salary adjustments where necessary.