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 - 2025

Western Sydney University remains committed to advancing gender equity and closing the gender pay gap. Following significant improvement over the past five years, the University’s gender pay gap remained at 8.3% in 2025.

The University regularly reviews pay equity data to identify areas of concern and implement targeted actions to reduce the gap. Our most recent internal review (as at 4 February 2025) highlights that women hold 59% of Executive and Senior Manager roles at Western, and women represent an equal or greater proportion of employees across each leadership tier. Our data also indicates that, on average, female leaders at these levels are paid more than their male counterparts. These outcomes reflect sustained action to strengthen representation in decision-making roles and reduce the gender pay gap.

Western is committed to improving the representation of women in senior positions and has strengthened supportive measures including the promotion of flexible work practices, gender-neutral parental leave and establishing networks and programs for parents and emerging leaders to support inclusive practice and career progression.

The University recognises that multiple factors influence the gender pay gap, including changing family and workplace structures, the impact of family and carer responsibilities on career progression and the impacts of discrimination, harassment and unconscious bias. The University continues to address areas within its control and remains firm in its commitment to improving gender equity across the workplace.

This commitment is guided by the 2021-2026 Gender Equity Strategy and Action Plan, which supports the recruitment, retention and advancement of female staff. The Vice-Chancellor’s Diversity, Equity and Inclusion Advisory Committee provides leadership and oversight on equity matters, while dedicated networks and programs continue to strengthen inclusive practice and career pathways. Western’s efforts have been recognised globally, ranking seventh in the world in the 2025 Times Higher Education Impact Rankings for its contribution to UN Sustainable Development Goal 5: Gender Equality.

To view the University’s employer gender equity results, including gender pay gaps visit WGEA’s Employer Data Explorer and search Western Sydney University.

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

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https://www.youtube.com/embed/dsba5rq8u3a

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.

Gender Equity

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