Gareth Murphy

Workers vote on their pay increases that are collectively bargained every year.

So there's quite a difference between the banking sector, the retail banking sector that does collectively bargain versus the greater non-union financial services, who I think are really poor on this issue.

I don't really think it is, to be honest, because I think there can be a cycle of low pay where interviews ask questions like, you know, what are you earning now?

There is research to say particularly men will over exaggerate what they're earning in order to bulk it up.

Whereas women will often just actually answer that honest question or question honestly.

And you can get into cycles of low pay when questions like that are allowed to be asked.

And this directive is really important because it's going to get rid of those questions.

It's going to actually advertise the pay rate for the role and it will allow workers to talk about pay.

And that shouldn't be a fearful thing.

I mean, that's a good thing for workers.

Talk about their pay because you know what?

They might actually start demanding a little bit more.

And for me, that's a good thing in the economy.

Is that it?

Well, not to pay us.

No, we want the company to collectively bargain with us to co-develop action plans on gender pay.

And there's a good reason for this.

We've had gender pay reporting and information for a number of years now.

And information reporting is a good thing, right?

But it's only the start of a process.