Equity and Diversity
Gender Pay Equity Audit 2011
Summary for Deans of FacultiesApril 2012
The University is committed to the principle of gender equity in workplace opportunity and employment remuneration. The Equal Opportunity for Women in the Workplace Act 1999 requires The University to undertake a pay equity audit to identify areas and occupations where gender pay inequity may exist. Gender pay equity is when men and women receive equal pay for work of equal or comparable value. Equal pay takes into account discretionary pay, allowances, performance payments, merit payments, and bonus payments.
The first University of Western Australia (UWA) Pay Equity Audit was conducted in 2008. The University recognises the importance of collecting and collating of data relating to staff employment and salaries to enable effective analysis of gender pay equity.This report is a summary of the findings of the second Gender Pay Equity Audit (2011) at UWA. To ensure that gender-based pay discrimination is not part of the remuneration system, and in keeping with best practice, the audit reviews payroll data to determine if there is any pay disparity. It identifies where gender pay differences, and gender pay issues, exist at UWA The pay equity audit ensures that organisational structures and processes do not impede female employees access to work-based training, promotions or flexible working arrangements and identifies the areas where there may be gender inequities.
The Gender pay gap (GPG) is the difference between the average salaries of men and women[1].In the quarter ended February 2012, the national gender pay gap was 17.4 %. In Western Australia in November 2011, the gender pay gap was 27.2%.
This summary, prepared for Deans of Faculties,and Directors, provides a summary analysis of the gender pay gap for Academic and Professional staff at UWA, and, recommendations to address the gender pay gap.
Main Gender Pay Gap Audit Findings
Staff group / 2008 GPG% / 2011 GPG based on total remuneration / Variation 2008 to 2011All staff / 24.0% / 22.4% / -1.6%
GPG core A-E Academics / 14.6% / 12.1% / -2.8%
GPG all Professional staff Levels 1 – L10G5 (excludes SLG) / 11.9% / 10.1% / -1.9%
GPG Core Professional staff 1 – 9 / 7.5% / 7.4% / -0.1%
GPG Senior Professional staff 10 – L10G5 / 10.5% / 8.4% / -2.1%
GPG Senior Management Group
(Senior Exec, Deans Directors) / %n/a / 10.3% / n/a
.
This GPG Audit of 2011 payroll data found that the GPG at UWA is compounded by level and age. There are points in the career progressions of female Academic and Professional staff (Level C, Level 5 and Level 10.2) that create bottlenecks, and after which women do not progress as often as men. This clustering is a common pattern in the sector,and for Academic staff, due in part to the demands of the criteria for promotion to level D. However for those women (both academic and professional) who do progress from to senior management levels, the GPG decreases.
Although part-time work and the age profile of UWA is not the primary focus of this report, it appears that very few higher-level staff take up part-time work options. This could indicate that the expectation of a full time work load inhibits the promotion or appointment of women to more senior levels. Older men are more likely to take up part-time work at higher levels than younger men, and this could be attributed to planned or phased retirement.
The Gender Pay Equity Audit also investigated the distribution of discretionary allowances and the rate of external appointments to Professional staff positions at level 10G3 and above. Both of these areas require ongoing monitoring, and along with time to promotion, will be the subject of further investigation.
Recommendations for faculties
GPG by level
Women comprise 69.1% of Professional staff at Levels 1 to 9. The GPG for professional staff is not less than +/-5% in any faculty. (The GPG is reversed and high (-25.8%) in the Faculty of Education.)
There is a clustering and bottleneck of female staff at Professional HEW Levels 5, and levels 10G2 and Academic Level C. This staffing pattern could mean that for professional staff, work at these levels is in threat of becoming feminised and undervalued. The bottleneck for female staff at Levels C is also seen throughout the sector and could be attributable to the criteria for promotion to Level D and the expectations of full time work in the professoriate.
Recommendation 1:That Faculties work towardsimplementingmodels for retaining and developing the talents and career objectives of these cohorts of staff, by identifying appropriate supports for individual staff members interested in career advancement, via the PDR process.
Recommendation 2:That Facultiescontinue to focus on improving the representation of women in senior academic positions, particularly at Level D and above, through the development and implementation of a range of strategies including: embedding the principles of achievement relative to opportunity into employment and performance related decision making, and encouraging female candidates for professorial positions.
GPG by age and part-time
The GPG reflects the age group profile of the University. The GPG increases with age and in the higher Academic, Executive, and mid-rangeProfessional staff levels. The findings of the audit indicate that the take up rates of part time work could be improved for both male and female higher-level staff, and staff approaching retirement. This would help reduce negative perceptions about part-time work and increase opportunities for job sharing or promotion for part-time workers.
Recommendation 3: ThatFaculties promote flexible work practices and part-time work,to existing and potential Academic and Professional staff, as appropriate for all genders and at all levels;and that line-managers be provided with additional coaching and support with regard to the management of, and options for, part-time work.
GPG and culture
The University is committed to gender equity and diversity in the workplace. Deans, Directors and Managers are also responsible for ensuring that the work culture is free of gender bias. Information on the gender pay balance and gender equity in Professional or Academic level will be provided to Deans, Directors and Managers via Dashboard, the Gender Pay Equity Audit and other workforce planning reports.
Recommendation 4:Deans should conduct an annual review of information relating to the distribution and quantum of discretionary allowances and other financial rewards, appointment, recruitment and promotion by gender to assist in the assessment of gender equity withinFaculties and Divisions
.
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2011 Overview
Since the 2008 GPG audit, the whole of The University’s GPG has decreased, the GPG is still greater than 5% for core professional staff and greater than 10% for all other staff. TheGPG for Senior Professional staff (staff above level 10) has increased since 2008.
The University’s Gender Pay Gap = 22.4% (data collected 31st March 2011 and annualised)
Table 1: GPG by staff groups
2008 / 2011Staff group / 2008 GPG% / 2008 density females / 2011 n males / 2011 mean total salary
m / 2011 n females / 2011 mean total salary
f / 2011 N= / 2011 Density female / 2011 GPG based on total remuneration / Variation 2008 to 2011
All staff / 24.0% / 54.8% / 1797 / $98513 / 2363 / $76107 / 4161 / 56.8% / 22.4% / -1.6%
GPG core A-E Academics / 14.6% / 39.5% / 1012 / $116455 / 678 / $102376 / 1690 / 40.1% / 12.1% / -2.8%
GPG all Professional staff Levels 1 – L10G5 (excludes SLG) / 11.9% / 66.0% / 773 / $71924 / 1678 / $64627 / 2451 / 68.5% / 10.1% / -1.9%
GPG Core Professional staff 1 – 9 / 7.5% / 67.1% / 724 / $67611 / 1618 / $62636 / 2342 / 69.1% / 7.4% / -0.1%
GPG Senior Professional staff 10 – L10G5 / 10.5% / 41.7% / 41 / $125027 / 56 / $114479 / 97 / 57.7% / 6.8% / -5.7%
GPG Senior Management Group
(Senior Exec plus Deans) / %na[2] / 20 / $269128 / 12 / $241467 / 32 / 37.5% / 10.3% / n/a
Table 2: GPG All staff by faculty 2008 and 2011
Ac Info Serv / AH&SS / ALVA / Business / Educ / F & Res / FECM / FNAS / LAPS / Law / MD&HS / Registrar / Vice Chancellery2008 / 10.1% / 18.3% / 9.0% / 27.7% / 29.3% / 5.0% / 22.1% / 22.2% / 22.4% / 28.3% / 35.2% / 18.8% / 29.0%
2011 / 6.4% / 20.2% / 28.8% / 28.6% / 14.0% / 2.8% / 24.5% / 21.1% / 21.2% / 29.0% / 33.2% / 20.6% / 33.7%
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Academic staff 2011
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Academic LevelsA to E by Faculty / Admin[3] / AH&SS / ALVA / Business / Education / FECM / FNAS / LAPS / Law / MD&HS / Grand Total
Female base salary / $109,504 / $100,273 / $95,824 / $100,132 / $108,123 / $96,024 / $90,662 / $91,185 / $101,221 / $95,627 / $96,002
Male base salary / $105,254 / $107,654 / $107,773 / $118,643 / $111,238 / $110,202 / $102,965 / $105,388 / $119,307 / $110,900 / $108,662
Total average of salary / $107,599 / $104,308 / $105,238 / $110,295 / $109,369 / $107,257 / $98,750 / $100,623 / $110,796 / $103,192 / $103,582
GENDER PAY GAP
base pay FTE annualised / -4.0%% / 6.9% / 11.1% / 15.6% / 2.8% / 12.9% / 11.9% / 13.5% / 15.2% / 13.8% / 11.7%
Female includes industrial allowances / $111,857 / $100,273 / $95,824 / $100,930 / $108,123 / $96,024 / $90,662 / $91,185 / $101,221 / $108,044 / $100,994
Male includes industrial allowances / $108,414 / $108,223 / $107,773 / $120,453 / $112,238 / $111,792 / $103,973 / $106,500 / $124,699 / $129,362 / $114,437
Total average of salary / $110,302 / $104,619 / $105,238 / $111,648 / $109,769 / $108,517 / $99,412 / $101,362 / $113,651 / $118,604 / $109,043
GENDER PAY GAP including industrial allowances / -3.2% / 7.3% / 11.1% / 16.2% / 3.7% / 14.1% / 12.8% / 14.4% / 18.8% / 16.5% / 11.7%
Female
All allowances / $115,008 / $100,675 / $95,895 / $108,821 / $108,123 / $97,502 / $91,356 / $92,802 / $101,221 / $108,802 / $102,376
Male
All allowances / $112,566 / $108,365 / $108,547 / $128,365 / $113,889 / $113,554 / $105,735 / $108,291 / $125,422 / $131,361 / $116,455
Total average of salary / $113,905 / $104,879 / $105,863 / $119,551 / $110,429 / $110,220 / $100,808 / $103,094 / $114,033 / $119,976 / $110,805
GENDER PAY GAP all allowances +bonuses / -2.2% / 7.1% / 11.7% / 15.2% / 5.1% / 14.1% / 13.6% / 14.3% / 19.3% / 17.2% / 12.1%
Female n / 16 / 68 / 7 / 46 / 15 / 43 / 86 / 103 / 24 / 270 / 679
Male n / 13 / 82 / 26 / 56 / 10 / 164 / 165 / 204 / 27 / 265 / 1013
Total Count of Gender / 29 / 150 / 33 / 102 / 25 / 207 / 251 / 307 / 51 / 535 / 1690
Density of females / 54.8% / 45.3% / 21.2% / 45.1% / 60.0% / 20.8% / 34.3% / 33.6% / 47.1% / 50.5% / 40.1%
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Discretionary allowances by faculty all staff 2011
n / number of discretionary allowances / % of group receiving a discretionary allowance / mean / median / min / maxAHSS / Female / 135 / 2 / 1.48% / 13,648 / 13,648 / 35 / 27,260
Male / 95 / 7 / 7.37% / 6,093 / 8,172 / 41 / 16,302
Total / 228 / 9 / 3.95% / 7,771 / 13,648 / 35 / 27,260
ALVA / Female / 16 / 5 / 31.25% / 675 / 1,370 / 140 / 2,600
Male / 33 / 3 / 9.09% / 6,715 / 10,015 / 30 / 20,000
Total / 49 / 8 / 16.33% / 2,940 / 10,015 / 30 / 20,000
Business / Female / 116 / 16 / 13.79% / 23,630 / 47,258 / 261 / 94,255
Male / 72 / 25 / 34.72% / 18,525 / 62,631 / 261 / 125,000
Total / 188 / 41 / 21.81% / 20,517 / 62,631 / 261 / 125,000
Educ / Female / 30 / 0 / 0.00% / 0 / 0 / 0 / 0
Male / 11 / 2 / 18.18% / 8,250 / 8,250 / 7,500 / 9,000
Total / 41 / 2 / 4.88% / 8,250 / 8,250 / 7,500 / 9,000
FECM / Female / 128 / 15 / 11.72% / 7,775 / 7,507 / 14 / 15,000
Male / 247 / 40 / 16.19% / 8,701 / 18,000 / 5,000 / 31,000
Total / 375 / 55 / 14.67% / 8,449 / 15,507 / 14 / 31,000
FLAPS / Female / 238 / 14 / 5.88% / 12,643 / 26,974 / 34 / 53,914
Male / 299 / 30 / 10.03% / 12,876 / 37,641 / 82 / 75,200
Total / 537 / 44 / 8.19% / 12,802 / 37,617 / 34 / 75,200
FNAS / Female / 194 / 10 / 5.15% / 9,755 / 27,484 / 48 / 54,919
Male / 245 / 32 / 13.06% / 10,076 / 30,674 / 57 / 61,291
Total / 439 / 42 / 9.57% / 9,999 / 30,670 / 48 / 61,291
MDHS / Female / 717 / 136 / 18.97% / 2,909 / 30,014 / 28 / 60,000
Male / 365 / 67 / 18.36% / 11,260 / 63,126 / 40 / 126,211
Total / 1082 / 203 / 18.76% / 5,655 / 63,120 / 28 / 126,211
Law / Female / 35 / 0 / 0.00% / 0 / 0 / 0 / 0
Male / 31 / 3 / 9.68% / 6,500 / 7,250 / 2,500 / 12,000
Total / 66 / 3 / 4.55% / 6,500 / 7,250 / 2,500 / 12,000
VC / Female / 111 / 20 / 18.02% / 4,721 / 18,774 / 48 / 37,500
Male / 45 / 9 / 20.00% / 11,742 / 23,943 / 32 / 47,853
Total / 156 / 29 / 18.59% / 6,900 / 23,943 / 32 / 47,853
Reg / Female / 322 / 34 / 10.56% / 1,105 / 10,014 / 28 / 20,000
Male / 109 / 19 / 17.43% / 2,328 / 15,015 / 29 / 30,000
Total / 431 / 53 / 12.30% / 1,543 / 15,014 / 28 / 30,000
F&R / Female / 215 / 51 / 23.72% / 3,387 / 17,525 / 4,482 / 30,568
Male / 175 / 66 / 37.71% / 4,394 / 16,683 / 32 / 33,333
Total / 390 / 117 / 30.00% / 3,955 / 16,681 / 29 / 33,333
Info Serv / Female / 128 / 4 / 3.13% / 5,118 / 5,644 / 130 / 11,158
Male / 101 / 14 / 13.86% / 2,043 / 3,118 / 36 / 6,200
total / 229 / 18 / 7.86% / 2,727 / 5,597 / 36 / 11,158
GRAND TOTAL / Female / 2385 / 307 / 12.87% / 4,954 / 47,135 / 14 / 94,255
Male / 1828 / 317 / 17.34% / 8,964 / 63,120 / 29 / 126,211
total / 4213 / 624 / 14.81% / 6,991 / 63,113 / 14 / 126,211
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Professional Staff 2011
School / Section name
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Equity and Diversity 2012 1
[1]Gender pay gap =1 - (female weekly ordinary time earnings /male weekly ordinary time earnings) x 100
[2] This group includes the relevant 2008 Level F equivalent group.
[3] The Administration category consists of the Divisions Finance and Resource, Vice Chancellery, and Registrar. Academic numbers are small in some Divisions, so the data presented here is grouped as administration.