Tracking Pay Scale for Gender Equity

The University of Newcastle measures gender pay equity through regular analysis of remuneration across its workforce and annual reporting to the Workplace Gender Equality Agency (WGEA). In 2025, its reporting demonstrated how the University compares pay between women and men, reviews differences across employee groups and uses the results to improve remuneration practices.

Measuring and reviewing gender pay differences

The University’s 2025 WGEA public report, dated 23 May 2025, confirms that it had undertaken gender remuneration gap analysis within the preceding 12 months. The University reported using three complementary approaches to assess pay equity:

  • Like-for-like analysis compares pay for the same or similar roles of equal or comparable value to identify unequal remuneration.
  • By-level analysis compares the average pay of women and men within the same employee category.
  • Organisation-wide analysis compares average remuneration and workforce composition across the University.

These measures enable the University to consider both differences in pay for comparable work and wider patterns in the distribution of women and men across roles and seniority levels. The 2025 report also identifies reducing the University-wide gender pay gap as an institutional target.

Turning analysis into action

The University’s 2025 WGEA report records specific actions arising from its remuneration analysis: correcting instances of unequal pay, identifying causes of pay gaps, reviewing remuneration decision-making and talent acquisition processes, and reporting results to both University executives and the University Council. This creates a direct link between pay-gap measurement, decision-making and accountability.

Alongside formal analysis, staff consultation informs the University’s wider approach to gender equality. In the same 2025 report, the University recorded consultation with staff through employee surveys, consultative groups, focus groups, exit interviews and performance discussions.

Transparent pay scales and remuneration governance

The University’s 2023 enterprise agreements, which were in force in 2025, set out classification-based salary structures for academic, teaching and professional staff. These published pay scales provide a consistent foundation for remuneration decisions. The University also monitors pay across senior leadership and executive positions, where individual employment arrangements can require additional comparison and review.

The University has also used independent job-evaluation and market-benchmarking approaches, including Mercer classification tools, to support consistency in the evaluation of roles and remuneration. Its earlier Progress to Equity actions specifically included checking commencement salaries, comparing senior staff benefits on a like-for-like basis and using Mercer job evaluation to reduce bias in role classification.

Gender Pay Equity Statement and public reporting

Through its public Gender Pay Equity Statement, the University commits to equal remuneration for equal work, transparent pay scales, regular review of gender pay gaps and alignment with WGEA Gender Equality Indicators. It describes annual salary reviews that consider performance, experience and role responsibilities, alongside training and awareness initiatives and flexible work arrangements.

The University reports workforce and remuneration information to WGEA and shares its WGEA Executive Summary and Industry Benchmark Report with its governing body. Its broader Progress to Equity Plan also identifies closing the gender pay gap, expanding women’s participation in senior roles and strengthening leadership accountability as institutional priorities.

By monitoring pay across comparable roles, employment levels and the wider workforce, the University of Newcastle can identify inequalities and respond through clearer remuneration decisions. Its 2025 analysis, reporting and corrective actions demonstrate an ongoing commitment to gender equity in employment.