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 productivity, employee engagement and morale, access to talent and retention. (Source: WGEA, Gender Pay Equity Toolkit for Managers)

The University has an ongoing long term commitment to reducing the gender pay equity gap. Some of the measures the University has in place to improve gender pay equity include:

  • Undertaking comprehensive annual gender pay equity audits
  • Setting a target of 40% representation of women in all areas of management by 2020
  • Promoting workplace flexibility and supporting our staff in meeting their personal and work priorities
  • Facilitating training options for staff on the potential impacts of unconscious bias
  • Supporting women in engaging in non-traditional fields of study and work such as the science, technology, engineering, mathematics and medicine (STEMM) disciplines, including participating in the pilot program of the Science in Australia Gender Equity (SAGE) program
  • Undertaking ongoing review and assessment of our promotions processes and training to enhance access and opportunity for all our staff.

As part of the internal annual pay equity audits our University conducts, we have seen a drop in our average total remuneration gender pay gap from 2017 down 1.8% to 15.5%, with our base salary gender pay gap currently 13.9%. A more detailed breakdown of pay gaps across classifications, and workplace profile data including manager and non-manager representation, promotions, and staff access to flexible work and parental leave options is available at Workplace Profile and Pay Equity Analysis.


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 2018 falls on Friday 31 August.

Libby Lyons, Director of the Workplace Gender Equality Agency, states "The gender pay gap is a symptom of a broader issue. It reflects the fact that women’s work is traditionally undervalued and women are often paid less than men. Average full-time salaries are lower for women than men in every occupation and industry in Australia. Women are under-represented in senior executive and management roles and female-dominated occupations and industries attract lower pay than male-dominated ones."

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
  • 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.

Find out more information on WGEA's website.


Vice-Chancellor 2018 Statement on Equal Pay Day - 31 August

"Today is Equal Pay Day, which marks the additional 62 days from the end of the previous financial year that a woman must work to earn the same as a man. This year the Workplace Gender Equality Agency (WGEA) reported a drop in the average national gender pay gap to 14.6% - a 20 year low. Whilst it is pleasing to see the gap narrow, even slightly, there is still much to be done. Our University continues to address the systemic factors contributing to the gender pay gap, and develop strategies to assist in overcoming the barriers which impede gender equality in the workplace. Some of our current initiatives include:

  • Undertaking annual Gender Pay Equity audits to assist us in identifying key areas for investigation.
  • Working towards a target of 40% representation of women across management roles by 2020. I am pleased to note that we have continued to make good progress towards achieving this target over the last 12 months.
  • Improving the promotion of workplace flexibility, and ensuring our staff are supported in balancing personal and work priorities.
  • Raising awareness of unconscious bias, and facilitating training options for staff on the potential impact these type of biases can have on our decision making processes.
  • Actively identifying ways to encourage women into non-traditional fields of study and work such as the science, technology, engineering, mathematics and medicine (STEMM) disciplines. In working toward our application for the Science in Australia Gender Equity (SAGE) Athena SWAN Bronze Award in 2019, we are taking direct action to improve female participation rates in these areas.
  • Continuing to review of our promotions processes and training to maximise access and opportunities for all our staff. This includes the commissioning of work via the Gender Equality Fund to investigate perceptions around barriers to promotion for women, and develop increased opportunities for career development and succession planning.

Equal Pay Day is an important initiative supported by the University and, as a Pay Equity Ambassador, I encourage you to be informed about the ongoing issues that lead to the continued gender pay gap in Australia."

Professor Barney Glover
Vice-Chancellor and University President

Vice-Chancellor - Pay Equity Ambassador

On Equal Pay Day in 2015 the Vice-Chancellor was named a Pay Equity Ambassador as part of the Workplace Gender Equality Agency's campaign to raise awareness and understanding of the importance of pay equity. In a media release on being announced as a Pay Equity Ambassador the Vice-Chancellor stated:

"Western Sydney University has a longstanding commitment to gender equality in the workplace, and annual pay equity audits are part of a wider strategy, which includes understanding of unconscious biases and structural issues in recruitment and promotion, the establishment of targets for representation of women in management, and the provision of a flexible working environment."

The Vice-Chancellor has joined with prominent business leaders in calling for action to close the pay gap between men and women and signed the following statement:

The Pay Equity Pledge

"We recognise gender bias can creep into performance, talent development
and pay decisions to create like for like gender pay gaps.
That's why we analyse and monitor our talent management data, including pay,
by gender and take action.
We also set the expectation among people managers that they address gender bias in their decision making.
We do this because we know we can't attract and retain the best people and improve workplace productivity if there's any unfairness or perception of unfairness in our workplaces.
We encourage all business leaders to take the first step.
Equal pay is in your hands."


More information and 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 skillfully.
  • economicSecurity4Women have launched an online 'Know your value' resource (opens in a new window)  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.

More information on gender pay equity: