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

  Staff Numbers
  Full-timePart-time Total
AcademicAcademic A56501315134
Academic B11297185232
Academic C1461493321349
Academic D9278614190
Academic E4083817147
Senior Staff    (Academic)13211136
GeneralHEW 1--1-1
HEW 3241210147
HEW 4492613-88
HEW 520763646340
HEW 6217100436366
HEW 719687315319
HEW 8116114203253
HEW 9737352153
Senior Staff (General)53536-112
Grand Total13931006272962767

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Table 2: WSU 2018-19 Average Total Remuneration Salary Pay Equity Gap by Classification

  Gender Gap
AcademicAcademic A0.6%-3.1%-0.3%
Academic B-0. 3%2.8%0.0%
Academic C3.6%9.6%3.9%
Academic D0.4%7.9%1.9%
Academic E1.6%13.3%3.8%
Senior Staff (Academic)-2.9%--5.8%
GeneralHEW 34.5%-6.7%4.2%
HEW 42.4%-2.0%
HEW 50.8%-1.2%0.6%
HEW 6-0.1%-3.0%-0.1%
HEW 72.0%-3.1%2.0%
HEW 81.5%-4.5%1.2%
HEW 91.2%-7.8%1.0%
Senior Staff (General)10.0%-10.3%
Grand Total14.1%28.9%15.98%

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Table 3: WSU 2018-19 Average Base Salary Pay Equity Gap by Classification

  Gender Gap
AcademicAcademic A0.8%-2.1%0.1%
Academic B-0.2%-1.6%0.0%
Academic C3.0%1.9%2.6%
Academic D0.5%0.0%0.8%
Academic E0.1%0.8%0.2%
Senior Staff (Academic)0.6%--4.0%
GeneralHEW 32.7%-5.5%1.9%
HEW 41.1%-0.8%
HEW 50.1%-1.2%-0.2%
HEW 6-0.5%-1.9%-0.6%
HEW 71.0%1.1%1.0%
HEW 81.3%-2.2%1.0%
HEW 91.1%-3.2%0.9%
Senior Staff (General)10.5%-10.6%
Grand Total13.4%23.6%14.8%

Table 4: Representation of Women in Management Positions

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). As part of our Gender Equality Strategy Western Sydney University has set targets for the representation of women across all Manager categories at 40%.  We have made steady progress towards this target and this years data sees us reaching our targets in all but the Senior Manager categories.

Manager ClassificationsFemale Representation
Female Representation
Female Representation
Key Management Positions38%42%41%
Other Executives/General Managers33%44%30%
Senior Managers38%39%37%
Other Managers47%52%51%
Total all Managers43%47%45%

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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.

ClassificationFemaleMale% FemaleFemaleMale% Female
Manager - F/T4167%6940%
Manager - P/T 1    
Non-Manager - F/T222547%231661%
Non-Manager - P/T   2  
Total all Managers262749%312555%

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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).

 Primary CarerSecondary

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.

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