Goal 8:
Decent Work and Economic Growth
Tracking Pay Scale for Gender Equity
The University of Newcastle formally measures and reports on gender pay equity as part of its statutory obligations and institutional oversight.
- Under the Workplace Gender Equality Act 2012, the University submits an annual Gender Equality Report to the Workplace Gender Equality Agency (WGEA), which includes detailed reporting on pay by gender.
- The 2024 report is publicly available here: 2023–24 WGEA Report for the University, showing breakdowns of remuneration, pay gaps, and gender representation across roles and levels.
- Internally, the University undertakes both “like-for-like” and organisation-wide analyses of pay equality. Because much of the staff are covered by prescribed enterprise agreements (where pay scales are fixed and equal by classification), the greatest potential for inequity is among senior staff outside those agreements — this is a key focus our analysis.
- The University uses external benchmarking tools (such as Mercer) to assign tiers and bands and aid equitable pay comparisons and decisions.
Gender Pay Equity Statement
At the University of Newcastle, we are committed to promoting gender equality and ensuring fair remuneration for all employees. This statement outlines our approach to addressing gender pay gaps and our commitment to closing them.
Our Commitment
- Equal Remuneration: We believe in equal pay for equal work. Our remuneration policies are designed to ensure that employees receive fair compensation regardless of gender.
- Transparency: We are committed to transparency in pay practices. Our employees have access to information about their remuneration, including salary bands and pay scales.
- Regular Review: We regularly review our pay structures to identify and address any gender pay gaps.
- Gender Equality Indicators: We have policies and strategies in place to address the Gender Equality Indicators as outlined by WGEA.
Actions Taken
- Pay Gap Analysis: We conduct regular gender pay gap analyses to identify disparities and take corrective actions.
- Salary Reviews: Our annual salary reviews consider performance, experience, and role responsibilities to ensure equitable pay.
- Training and Awareness: We provide training to managers and employees on pay equity, bias, and fair remuneration practices.
- Flexible Work Arrangements: We promote flexible work arrangements to support work-life balance and career progression for all.
Reporting
- WGEA Reporting: We comply with WGEA reporting requirements, including providing detailed workforce data on employee age, primary workplace location, and CEO, Head of Business, and Casual Manager remuneration.
- Executive Summary and Industry Benchmark Report: We share our WGEA Executive Summary and Industry Benchmark Report with our governing body.
At the University of Newcastle, we are committed to creating an inclusive and equitable workplace. We recognize that closing the gender pay gap is essential for achieving true gender equality. We will continue to monitor our progress and take proactive steps to ensure fair pay for all.
The University of Newcastle acknowledges the traditional custodians of the lands within our footprint areas: Awabakal, Darkinjung, Biripai, Worimi, Wonnarua, and Eora Nations. We also pay respect to the wisdom of our Elders past and present.