The Workplace Gender Equality Agency (WGEA) is an Australian Government statutory agency created by the Workplace Gender Equality Act 2012.
The Agency is charged with promoting and improving gender equality in Australian workplaces.
UNSW records 1.4 per cent gender pay gap
"Gender pay equity is critical to a healthy society and an inclusive culture. We’ve worked hard to put in place strategies to close the gender pay gap and to keep it closed. The Workplace Gender Equality Agency’s publication of this data is a very useful tool, providing transparency for all. However, while I’m proud of where we stand based on this data, we cannot be complacent. We need to continue to progress, to drive forward and take meaningful action to ensure pay and opportunities are equitable at UNSW."
UNSW Vice-Chancellor and President Attila Brungs.
UNSW records a median total remuneration gender pay gap of 1.4% as the Workplace Gender Equality Agency’s publish gender pay gap results for organisations across Australia.
UNSW welcomed WGEA’s decision to publish gender pay gap data as this ensures transparency and holds organisations to account in openly acknowledging disparities and taking responsibility for addressing them.
Core to UNSW’s commitment to inclusion and equity is a commitment to fairness and progress knowing gender pay equity is critical to a healthy society and an inclusive culture.
A gender pay gap of 1.4% is the smallest total remuneration gender gap amongst the G08 and a positive result at a national, industry and organisational level. This positive result is underpinned by a number of key drivers and initiatives working under the UN's Gender Equality Sustainable Development Goal including:
- Gender equal recruitment policies and process
- The Enterprise Agreement for Academic and Professional staff including equal pay and flexible working arrangements and parental and carers leave.
- Sage Athena Swan, an institutional award received in 2018 for work and ongoing commitment to advancing gender equity and diversity in higher education and research
- The Gendered Violence Research Network, one of Australia’s leading research hubs for investigating, exploring and finding solutions to prevent gendered violence
- Pathway to Politics for Women, a non-partisan initiative that aims to address the underrepresentation of women in Australian politics
- Transforming Women’s Leadership Pathways, an international initiative of the PLuS Alliance (Arizona State University, King’s College London and UNSW Sydney) to dramatically shift the dial on women’s equity, and to broaden pathways to leadership for women by 2030.
- The Women in Research Network, a leading forum for research-active women to progress gender equity across the University through the trifecta of support, information and advocacy.
- The Women’s Wellbeing Academy, established to positively impact women’s wellbeing, nationally and globally, through multidisciplinary collaborative research, practice, teaching and programs that advance gender equity and equality.
It is further supported by the launch of UNSW’s first Gender Equity Strategy which aligns efforts across Human Resources, EDI, and the Faculties and Divisions so staff of all genders, ethnicities, faiths, heritages, abilities, sexual orientation, age, religious and cultural backgrounds can be represented and recognised, with access to the tools and support to succeed at all levels of employment.
At UNSW we seek to foster a culture that is truly inclusive, in which all students and staff can reach their full potential.
In accordance with the requirements of the Workplace Gender Equality Act 2012, on Tuesday 30 May 2023, UNSW Sydney lodged its annual public report with the Workplace Gender Equality Agency and received a certificate of compliance.
View the Reports here.
1) The Workplace Profile is designed to provide information about workforce composition, salaries and remuneration. It provides a snapshot of UNSW workforce as of 31 March 2023, as an aggregated table.
2) The Workforce Management Statistics is designed to provide numerical data relating to employee movements, by gender and (WGEA-defined) manager or non-manager category during the 12-month reporting period from 1-April-2022 to 31-March-2023.
Workforce Management Statistics
3) The Questionnaire format has four broader topic areas. The topic areas are workplace overview, action on gender equality, employee work/life balance and employee support.
You may make comments on the report by emailing us at edi@unsw.edu.au, or to the Agency directly. Please refer to the Agency's guidelines on this process, available on their website www.wgea.gov.au.
At UNSW we seek to foster a culture that is truly inclusive, in which all students and staff can reach their full potential.
In accordance with the requirements of the Workplace Gender Equality Act 2012, on Tuesday 7 June 2022, UNSW Sydney lodged its annual public report with the Workplace Gender Equality Agency and received a certificate of compliance.
The reports detail the University’s progress on some of our initiatives with respect to gender, during the year to 31 March 2022.
1) The Workplace Profile is designed to provide information about workforce composition, salaries and remuneration. It provides a snapshot of UNSW workforce as at 31 March 2022, as an aggregated table.
2) The Workforce Management Statistics is designed to provide numerical data relating to employee movements, by gender and (WGEA-defined) manager or non-manager category during the 12-month reporting period from 1-April-2021 to 31-March-2022.
Workforce Management Statistics
3) The Questionnaire format has four broader topic areas. The topic areas are workplace overview, action on gender equality, employee work/life balance and employee support.
You may make comments on the report by emailing us at edi@unsw.edu.au, or to the Agency directly. Please refer to the Agency's guidelines on this process, available on their website www.wgea.gov.au
In accordance with the requirements of the Workplace Gender Equality Act 2012, on Thursday 5 August 2021, UNSW Sydney lodged its annual public report with the Workplace Gender Equality Agency.
In 2021, WGEA has introduced a number of key changes to its annual compliance reporting program. The Compliance Reporting Program is a mandatory program under the Workplace Gender Equality Act 2012 . In previous years, the Agency provided the employer report in a single document known as the “Public Report”. This has now changed to three public reports:
- Workplace Profile Report
- Workforce Management Statistics Report
- Questionnaire Report
View the Reports here.
1) The Workplace Profile is designed to provide information about workforce composition, salaries and remuneration. It provides a snapshot of UNSW workforce as at 1 February 2021, as an aggregated table.
2) The Workforce Management Statistics is designed to provide numerical data relating to employee movements, by gender and (WGEA-defined) manager or non-manager category during the 12-month reporting period from 1-April-2020 to 31-March-2021.
Workforce Management Statistics
3) The Questionnaire format has changed from previous years. The new format is set out in four broader topic areas, rather than six gender equality indicators as in previous years. The topic areas are workplace overview, action on gender equality, employee work/life balance and employee support.
You may make comments on the report by emailing us at edi@unsw.edu.au, or to the Agency directly. Please refer to the Agency's guidelines on this process, available on their website www.wgea.gov.au