Transaction 1: Buyer's Westpac account to Seller's Commonwealth Bank account
Transaction 2: Buyer's Father's ANZ account to Seller's wife's NAB account
...etc
What should an employer do in cases where female employees take significantly more time out of the industry then male ones, to raise kids?
If an employer has a female workforce with average experience of (say) 10 years, and males with average 15 years experience, and if it's a sector such as medicine where experience massively affects capability, how should the pay policy work?
If the employer pays by gender equality, then female employees of lesser experience who took time out for child raising will be getting paid more than male employees of greater experience who stayed, continued their training and built their skills. Employees of greater merit will be suffering pay disadvantage.
But if the employer pays by merit and experience, the average female pay will be significantly lower than average male pay, and the employer will be exposed to legal problems.
What is an employer to do here?
A penny saved is a penny to squander. -- Ambrose Bierce