Hairdressing salons (S96.0.2) ensuring fair compensation through wage transparency leading to reduced in-work poverty

Implementation of transparent wage policies and regular reviews

Repair shops (S95) offering above-minimum-wage salaries leading to improved employee well-being

Adoption of competitive wage structures

Funeral services (S96.0.3) providing living wages to all staff leading to enhanced job satisfaction

Company policy to pay living wage

Membership organisations (S94) advocating for sector-wide wage improvements leading to better standards

Campaigns and lobbying for higher industry wages

Recognition for leadership in wage equity in personal and repair services

Publicizing best practices in wage management

Hair salons (S96.0.2) paying below legal minimum wage

Non-compliance with wage regulations

Repair shops (S95) engaging in wage theft or unpaid overtime

Failure to compensate for overtime

Funeral services (S96.0.3) offering precarious contracts with low pay

Use of zero-hour or temporary contracts

Membership orgs (S94) not ensuring fair pay for staff

No sector-wide wage guidelines

Non-compliance with wage legislation in any service

Failure to meet legal wage requirements

Regulatory fines for wage violations in hair/repair/funeral/services

Authorities increase enforcement of wage regulations

Brand damage from wage controversies in personal services

Negative media coverage of wage violations

Loss of contracts due to wage concerns

Clients require proof of fair wage practices

Increased costs from wage compliance (S95/S96)

Investments in new payroll or compliance systems

Legal actions by employees over wage disputes

Employees file lawsuits for unpaid wages

Development of “Fair Wage Employer” certifications

Certification for best practices in wage management

Access to funding for wage improvement initiatives

Grants/subsidies for wage enhancement projects

Partnerships with NGOs for wage equity innovation

Joint development of wage improvement solutions

Expansion into markets valuing wage equity

Partners demanding certified wage management

Hair salons (S96.0.2) promoting gender equality in hiring leading to diverse workplaces

Adoption of inclusive recruitment policies

Repair shops (S95) implementing anti-discrimination training leading to inclusive teams

Regular diversity and inclusion workshops

Funeral services (S96.0.3) ensuring accessibility for employees with disabilities

Adaptation of facilities and roles

Membership orgs (S94) launching sector-wide diversity initiatives

Campaigns and training for equal opportunity

Recognition for leadership in equal opportunity

Publicizing best practices in diversity management

Hair salons (S96.0.2) experiencing discrimination in hiring or promotion

Failure to enforce anti-discrimination policies

Repair shops (S95) lacking gender or diversity representation

No proactive diversity management

Funeral services (S96.0.3) not accommodating religious or cultural needs

Absence of inclusive practices

Membership orgs (S94) not addressing bias in internal processes

No review of recruitment or promotion criteria

Non-compliance with equal opportunity legislation

Failure to meet legal requirements for equal treatment

Regulatory fines for equal opportunity violations

Authorities increase enforcement of equality regulations