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

Emailbeverley.hill@uwa.edu.au

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