Workforce Profile and Pay Equity Analysis

As at 31 March 2020 the gender composition of our workforce was 62.7% female and 37.3% male, including casual staff. Women comprise 54% of all manager roles, an increase of 9% from 2018, and 64% of staff in non-manager roles are women.

The tables below provide further details on our workforce composition, including gender representation and average gender pay gap within each classification, representation of women in management roles, and staff uptake of flexible work and parental leave options. Figures are based on permanent and fixed term staff numbers as at 31 March 2020. Total remuneration includes all packaged salary, superannuation, allowance and overtime payments. Position classifications are based on the highest occupancy within the specified job. Data included is reviewed by Board and Executive Committee's and informs our gender equality activities and initiatives.


Table 1: WSU 2019-20 Staff by Gender and Classification

  Staff Numbers
Type ClassificationFemaleMaleTotal
Academic Academic A 6066126
Academic B 13292224
Academic C 164 164 328
Academic D 118105223
Academic E 5699 155
Senior Staff    (Academic) 15 2540
Total5455511096
General HEW 3 32 12 44
HEW 4 59 28 87
HEW 5 26782349
HEW 6 26897365
HEW 7 251103 354
HEW 8 143121264
HEW 9 89 74 163
Senior Staff (General) 6449 113
    
Total11735661739
Grand Total171811172835


Table 2: WSU 2019-20 Average Total Remuneration Salary Pay Equity Gap by Classification

TypeClassificationGender Gap
Academic Academic A 2.0%
Academic B 1.2%
Academic C 3.4%
Academic D 2.5%
Academic E 5.5%
Senior Staff (Academic) -11.8%
Total7.4%
General HEW 3 4.3%
HEW 4 1.7%
HEW 5 -0.7%
HEW 6 0.9%
HEW 7 2.7%
HEW 8 2.7%
HEW 9 3.2%
Senior Staff (General)  
  
Total10.6%
Grand Total15.1%


Table 3: WSU 2019-20 Average Base Salary Pay Equity Gap by Classification

TypeClassificationGender Gap
Academic Academic A 1.5%
Academic B 0.9%
Academic C 2.3%
Academic D 1.5%
Academic E 1.6%
Senior Staff (Academic) -13.1%
Total5.6%
General HEW 3 -1.0%
HEW 4 1.5%
HEW 5 -0.9%
 HEW 6 1.1%
HEW 7 1.4%
HEW 8 1.6%
HEW 9 2.6%
  
  
Total10.1%
Grand Total14.0%

Table 4: Representation of Women in Management Positions

Manager categories as defined below use the Workplace Gender Equality Agency’s classification system (based on Australian and New Zealand Standard Classification of Occupations [ANZSCO] Standard Classification of Occupations). As part of our Gender Equality Strategy Western Sydney University has set targets for the representation of women across all Manager categories at 40%.  We have made steady progress towards this target and this years data sees us reaching and exceeding our targets in all  categories.

Manager Classifications Female Representation
2018
Female Representation
2019
Female Representation
2020
Key Management Positions 42% 41% 40%
Other Executives/General Managers 44% 30% 50%
Senior Managers 39% 37% 49%
Other Managers 52% 51% 56%
Total all Managers47%45%54%

Table 5: Promotions by Manager and Non-Manager

Manager categories as defined below use the Workplace Gender Equality Agency’s classification system (based on Australian and New Zealand Standard Classification of Occupations [ANZSCO] Standard Classification of Occupations). Full-time staff represented the majority of promotions. Further review of promotions training opportunities and awareness is an ongoing priority for our University.

20182019
ClassificationFemaleMale % FemaleFemaleMale % Female
Manager - F/T 4 1 67% 6 9 40%
Manager - P/T   1     
Non-Manager - F/T 22 25 47% 23 16 61%
Non-Manager - P/T     2   
Total all Promotions262749%312555%

Staff Uptake of Flexible Work Options

Our University continues to look at ways we can support our staff in managing caring responsibilities. The 2017 Enterprise Agreements saw the expansion of our phased return to work program to 40 weeks, and the introduction of an additional 6 weeks partner primary carer leave (for partners who are primary carers of their child within 12 months of birth or adoption). Current priorities include improving the promotion of flexible work and parental leave options across our University, increased training and online information for our Managers, and the continued review of information and support options for staff entering and returning from parental leave.

Some statistics on uptake of flexible work options are provided below:

  • 2020 data reflects 9.8% of our staff worked part-time (down from 11% in 2019 data). 73% of all part-time roles are held by female staff members. Women make up 68% of casual roles.
  • The Purchase Additional Leave Scheme (PAL), which allows staff to purchase up to 4 weeks additional leave in a calendar year and have their salary averaged over the same period, was accessed by a total of 11 staff in the 2018-19 period. Of staff accessing the scheme 82% were female, and 27% were Managers.
  • Flex Leave is available to Professional staff only as part of the University’s Flexible Hours of Work system. Across the reporting period women accessed this leave option at a higher rate than men at 66%, but in alignment with the overall representation of women employed as professional staff.
  • In the 2018-19 period a total of 19 staff accessed the Phased Return to Work option available to staff returning from Maternity leave. 26% of staff accessing this entitlement were Academic staff and 74% were Professional staff.

Table 6: Staff uptake of Parental Leave

Across the 2019-20 reporting period, 196 staff have accessed some form of paid or unpaid parental leave.  In addition, 18 men have accessed the Partner Primary Carer leave, for partners who are the primary carer of their child within 12 months of birth or adoption (up from 13 in 2018-19).

Primary CarerSecondary
ClassificationFemaleMaleFemaleMale
Manager 11 5 - 3
Non-Manager 139 13 - 25
Total15018 0 28

1 female staff member ceased employment before returning from parental leave.  The University continues to review information and supports available to staff managing caring responsibilities, and recently surveyed staff on their parental leave experiences, finding of which will inform ongoing gender equality activities and initiatives.