Equity and DiversityGender Pay Equity Audit 2011Summary for Deans of Faculties April 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[footnoteRef: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%. [1: Gender pay gap =1 - (female weekly ordinary time earnings /male weekly ordinary time earnings) x 100]
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 2011
All 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 towards implementing models 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 Faculties continue 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-range Professional 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: That Faculties 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 within Faculties and Divisions
.
Equity and Diversity 2012 2
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
2011
Staff 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[footnoteRef:2] [2: This group includes the relevant 2008 Level F equivalent group.]
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 Chancellery
2008
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%
Equity and Diversity 2012 4
Academic staff 2011
Academic Levels
A to E by Faculty
Admin[footnoteRef:3] [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.]
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%
Discretionary allowances by faculty all staff 2011
n
number of discretionary allowances
% of group receiving a discretionary allowance
mean
median
min
max
AHSS
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
Professional Staff 2011
School / Section name
The University of Western AustraliaM000, 35 Stirling Highway, Crawley WA 6009
Tel+61 8 6488 7475
Webwww.equity.uwa.edu.au
CRICOS Provider Code: 00126G