WSU 2018-19 Workforce Profile and Pay Equity Analysis
As at 31 March 2019 the gender composition of our workforce was 62% female and 38% male, including casual staff. Women comprise 45% of all manager roles, an decrease of 2% from 2018, and 65% of staff in non-manager roles are women.
The tables below provide further details on our workforce composition, including gender representation and average gender pay gap within each classification, 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 2019. Total remuneration includes all packaged salary, superannuation, allowance and overtime payments. Position classifications are based on the highest occupancy within the specified job. Data included is reviewed by Board and Executive Committee's and informs our gender equality activities and initiatives.
- Table 1: WSU 2018-19 Staff by Gender and Classification
- Table 2: WSU 2018-19 Average Total Remuneration Pay Equity Gap by Classification
- Table 3: WSU 2018-19 Average Base Salary Pay Equity Gap by Classification
- Table 4: Representation of Women in Management positions
- Table 5: Promotions by Manager and Non-Manager
- Staff uptake of flexible work options
- Table 6: Staff uptake of Parental Leave Options
|Senior Staff (Academic)||13||21||1||1||36|
|Senior Staff (General)||53||53||6||-||112|
|Academic B||-0. 3%||2.8%||0.0%|
|Senior Staff (Academic)||-2.9%||-||-5.8%|
|Senior Staff (General)||10.0%||-||10.3%|
|Senior Staff (Academic)||0.6%||-||-4.0%|
|Senior Staff (General)||10.5%||-||10.6%|
Table 4: Representation of Women in Management Positions
|Manager Classifications||Female Representation|
|Key Management Positions||38%||42%||41%|
|Other Executives/General Managers||33%||44%||30%|
|Total all Managers||43%||47%||45%|
Table 5: 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). Full-time staff represented the majority of promotions. Further review of promotions training opportunities and awareness is an ongoing priority for our University.
|Classification||Female||Male||% Female||Female||Male||% Female|
|Manager - F/T||4||1||67%||6||9||40%|
|Manager - P/T||1|
|Non-Manager - F/T||22||25||47%||23||16||61%|
|Non-Manager - P/T||2|
|Total all Managers||26||27||49%||31||25||55%|
Staff Uptake of Flexible Work Options
Our University continues to look at ways we can support our staff in managing family responsibilities. The 2017 Enterprise Agreements saw the expansion of our phased return to work program to 40 weeks, and the introduction of an additional 6 weeks partner primary carer leave (for partners who are primary carers of their child within 12 months of birth or adoption). Current priorities include improving the promotion of flexible work and parental leave options across our University, increased training and online information for our Managers, and the continued review of information and support options for staff entering and returning from parental leave.
Some current statistics on uptake of flexible work options are provided below:
- 2019 data reflects 11% of our staff worked part-time (which is comparative to 2018 data), with 11% of part-time staff engaged in job-share roles. 74% of all part-time roles are held by female staff members and Managers make up 12% of staff in part-time roles. Women make up 68% 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 11 staff in the 2018-19 period. Of staff accessing the scheme 82% were female, and 27% were Managers.
- Flex Leave is available to Professional staff only as part of the University’s Flexible Hours of Work system. Across the reporting period women accessed this leave option at a higher rate than men at 66%, but in alignment with the overall representation of women employed as professional staff.
- A total of 19 staff accessed the Phased Return to Work option available to staff returning from Maternity leave. 26% of staff accessing this entitlement were Academic staff and 74% were Professional staff.
Table 6: Staff uptake of Parental Leave
Across the 2018-19 reporting period, 101 staff have accessed some form of paid or unpaid parental leave. In addition, 13 men have accessed the recently introduced additional 6 weeks Partner Primary Carer leave, for partners who are the primary carer of their child within 12 months of birth or adoption (up from 5 in 2017-18).
6 female staff members ceased employment before returning from parental leave, and 9 female and 1 male staff ceased employment before returning to, or within 24 months of returning from parental leave. The University continues to review information and supports available to staff managing caring responsibilities, and recently surveyed staff on their parental leave experiences, finding of which will inform ongoing gender equality activities and initiatives.