Gender Pay Equity
Gender pay equity is about ensuring women and men performing the same role are paid the same amount, and women and men performing different work of equal or comparable value are paid equitably. This requires a valuing of skills, responsibilities and working conditions in a non-discriminatory way. Unintended gender biases in hiring, promotion, performance and pay decisions can lead to incidences of pay inequity. Any unfairness or perceived unfairness can negatively impact workplace culture and productivity. It can also negatively affect employee engagement and retention. (Source: WGEA, Guide to Gender Pay Equity)
Research shows the main factors contributing to the gender pay gap are:
- discrimination and bias in hiring and pay decisions
- women and men working in different industries and different jobs, with female-dominated industries and jobs attracting lower wages
- high rate of part-time work for women
- women’s disproportionate share of unpaid caring and domestic work
- lack of workplace flexibility to accommodate caring and other responsibilities, especially in senior roles
- women’s greater time out of the workforce impacting career progression and opportunities.
Paying men and women equally for the same work isn't the whole story. Find out more in the short video - The Gender Pay Gap Explained.
Western Sydney University - Gender Pay Gap Employer Statement - 2024
As a WGEA Employer of Choice for Gender Equity (EOCGE) Citation holder of over 20 years, Western Sydney University (WSU) is proud of its commitment and leadership on gender equity and its efforts to close the gender wage gap.
Following a significant improvement in closing the pay gap during the last 5 years, the University was able to maintain the gender wage gap at 9% in 2024.
Western Sydney University regularly reviews its pay data to identify areas of concern and appropriate solutions to help reduce the pay gap and has made a commitment to continually improve the representation of women in leadership positions and has strengthened provisions such as the promotion of flexible work practices and gender-neutral parental leave. The University has also established support networks and programs for parents and emerging leaders to support inclusive practice and career progression.
The University is aware that many factors impact its pay gap. Changes to traditional family and workplace structures, the impact of carer and family responsibilities on career success and progression, discrimination, harassment and unconscious bias, and workplace flexibility are examples of factors that contribute to the gender pay gap. Western Sydney University will act on issues that can be addressed and remains steadfast in its position to bring about better gender equity in the workplace.
The University’s commitment to gender equity is further underpinned by its 2021-2026 Gender Equity Strategy and Action Plan which guides efforts in recruiting, retaining and helping female staff to advance. The Vice-Chancellor’s Gender Equity and Respectful Relationships Advisory Committee provides leadership and voice on matters of gender equity while established support networks and programs for parents and emerging leaders help to support inclusive practice and career progression. The University’s efforts on gender equity have been recognised globally, having ranked first in the world in the 2024 Times Higher Education Impact Rankings for its work in addressing the United Nations Sustainable Development Goal on Gender Equity.
To view employer gender equality results, including gender pay gaps and any accompanying Employer Statements, visit WGEA’s Data Explorer and search by employer. You can also learn more in our Employer gender pay gap snapshot and on our interactive webpage.
Equal pay day
Equal Pay Day marks the additional time from the end of the previous financial year that women must work in order to earn the same average income as men. The Equal Pay Day for 2025 will be on 19 August.
In a 2024 media release Mary Wooldridge, Director of WGEA stated:
"As a result of the gender pay gap, many Australian women have to work harder to make ends meet with very little room for discretionary spending or saving once they’ve covered the cost of daily essentials...The latest ABS figures from June show a skyrocketing cost-of-living for all Australians, with inflation now at 6.1 per cent over the past year...Today’s persistent gender pay gap outcome, in times of significantly increasing consumer prices, highlights the disproportionate impact that inflation has on Australian women.
When women earn an average of $264 less than men, the increasing price of everyday items consumes a larger portion of her income and makes it harder to make ends meet...placing increased stress on Australian households, particularly single parent households, as they struggle to pay for basic necessities like food and rent. It also reduces the purchasing power of Australian women, which is bad for Australian businesses and the economy. Fixing the gender pay gap requires leadership and commitment."
The Gender Pay Gap Explained
Online tools to assist women in employment negotiations
WGEA have released the Gender and Negotiation in the Workplace paper. This paper gives insight into existing research on the impact engagement in salary negotiation has long-term impacts on salary differentials. It also reviews the overall processes around workplace negotiation, and provides advice and suggestions for employers and individuals around navigating these situations skilfully.
EconomicSecurity4Women have launched an online 'Know Your Value' resource to help women when negotiating pay and employment conditions and entering into contracts. The online checklist designed specifically for women provides advice on how to confidently negotiate around pay and conditions, promotions, working arrangements and learning and development opportunities.
