- Bullying Prevention
- Cultural Diversity
- - News & Events
- - Flexible Working Arrangements
- - Gender Pay Equity
- - Leadership, Talent Identification & Networking
- - Parenting Support
- - Science in Australia Gender Equity (SAGE) program
- - Sexual Harassment
- - Vice-Chancellor’s Gender Equality Committee
- - Women Who Inspire
- - Vice Chancellor's Gender Equality Fund
- Open Fora
- Sexuality and Gender Diversity
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 across our entire University.
- Setting targets 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.
- Supporting Equal Pay Day and increasing awareness among our staff around barriers in place that can impact gender equality.
- Production of a series of posters on the theme of gender pay equity which are designed to raise awareness and promote critical thinking around the issue of gender pay equity.
As part of the annual pay equity audits our University conducts, we currently report an average Pay Equity Gap of 17.1%. More details at Workforce Profile and Pay Equity Analysis.
Equal Pay Day
The Workplace Gender Equality Agency has recently announced that Equal Pay Day for 2017 will be 4 September.
Libby Lyons, Director of the Workplace Gender Equality Agency, states "The gender pay gap is a measure of lost potential, showing that women still face barriers to accessing senior and high-paying roles. A small improvement over the past year is good news but we need a continued effort to stamp out bias and outdated gender stereotypes."
Find out more information on WGEA's website.
Statement on Equal Pay Day - 8 September 2016
"As a Workplace Gender Equality Agency (WGEA) Pay Equity Ambassador, our aim is to address systemic factors contributing to gender pay gaps in Australia.
Western Sydney University has an ongoing commitment to reducing the pay equity gap. Measures currently in place to improve gender pay equity include:
- Annual gender pay equity audits;
- Target of 40% representation of women in management by 2020;
- Promotion of workplace flexibility;
- Policies and training in areas such as unconscious bias and structural issues in recruitment and promotion, and talent identification.
This is an important initiative sponsored by the University, and I encourage you to share your ideas about how to address the gender pay gap with your colleagues.
Vice-Chancellor and President
Western Sydney University Equity and Diversity unit celebrates Equal Pay Day
Equal Pay Day will fall on 4 September 2017 and 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.
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."
Online tool to assist women in employment negotiations
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:
- The Fair Work Commission Best Practice Guide on Gender Pay Equity (opens in a new window)
From the Workplace Gender Equality Agency: