Workforce Profile

As at 31 March 2022 the gender composition of our workforce was 62% female and 38% male, including casual staff. Women comprise 57% of all manager roles, and 63.4% of staff in non-manager roles are women.  63% of staff exiting the University, and 66% of new appointments were women.

The tables below provide further details on our workforce composition, including gender representation, 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 2022.  Data included is reviewed by Board and Executive Committee's and informs our gender equity activities and initiatives.  Note: This page is updated throughout the year as data becomes available.

• Table 1: WSU 2021-22 Staff by Gender and Classification
• Table 2: Representation of Women in Management positions
• Table 3: Promotions by Manager and Non-Manager
• Staff uptake of flexible work options
• Table 4: Staff uptake of Parental Leave Options

Table 1: WSU 2021-22 Staff by Gender and Classification

Figures below are point in time as at 31 March 2022, and include permanent, fixed-term staff members.

Table 2: 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.

Table 3: 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). Data is as at 31 March in each year. Full-time staff represented the majority of promotions.

Staff Uptake of Flexible Work Options

Our University continues to look at ways to support our staff in managing caring responsibilities. Staff can access our phased return to work program of up to 40 weeks, and changes have been endorsed within our Gender Equality Policy to ensure that parents of any gender can access parental leave provisions.  Current priorities include supporting continued engagement in flexible work options, improving the promotion of available parental and carer leave and support options across our University, improved training and online information for our Managers.

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

• 2021 data reflects 13.7% of our staff worked part-time (up from 9.8% in 2020 data). 71.4% of all part-time roles are held by female staff members. Women make up 65% 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 7 staff in the 2021-22 period. 6 staff accessing the scheme were female and all were in non-manager roles.
• Flex Leave is available to Professional staff only as part of the University’s Flexible Hours of Work system. in 2021 women accessed this leave option at a higher rate than men at 69%, but in alignment with the overall representation of women employed as professional staff.
• In the 2021-22 period a total of 78 staff accessed the Phased Return to Work option available to staff returning from Parental leave. 6% of staff accessing this entitlement were in Manager roles, and 79% were professional staff.

Table 4: Staff uptake of Parental Leave

Across the 2021-22 reporting period, 114 staff have accessed some form of paid parental leave. A further 59 staff accessed unpaid parental leave. In addition, 7 men have accessed Primary Carer leave, for partners who are the primary carer of their child within 12 months of birth or adoption.

5 female and 3 male staff members ceased employment before returning from parental leave. The University continues to review information and supports available to staff managing caring responsibilities as a priority.