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Our gender pay gap statement
Murdoch University is deeply committed to gender equity, reflecting our core values of inclusivity, diversity, and social responsibility.
This commitment is integral to our organisational ethos and aligns clearly with our Strategy 2023-2030: Ngala Kwop Biddi, Building a Brighter Future, Together.
Ngala Kwop Biddi emphasises an inclusive environment where everyone feels valued. Our Equity, Diversity, and Inclusion (EDI) sub-strategy 2023-2030 will expand on this and outline initiatives to address gender disparities and foster equal opportunities for all.
Our commitment to gender equity is not only a moral priority but a strategic one, aligning with our overarching goals and strategies to create a culture of inclusivity, equity, and excellence. By advocating for gender equity, we strengthen our leadership in higher education and research, fostering a community conducive to the growth and contribution of all towards a brighter future.
The gender pay gap in our organisational context
It is important to note the gender pay gap refers to the disparity in average earnings between women and men across the workforce. It should not be conflated with equal pay, which pertains to women and men receiving the same compensation for identical or comparable roles.
The average total remuneration gender pay gap reported by the Workplace Gender Equality Agency (WGEA) stands at 21.7%, while the median total remuneration gender pay gap is 19%. Despite a decrease from the preceding year, gender pay disparity remains a prevalent aspect in all Australian workplaces and is widespread across all industries.
Our pay gap compared to Industry Comparison Group
Murdoch University’s median total remuneration gender pay gap stands at 9.5% compared to the industry median of 10.6%.
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|
Murdoch University | Industry Comparison |
|---|---|---|
|
Median total remuneration |
9.5% | 10.6% |
| Median base salary | 10.3% | 10.6% |
While the median figures at Murdoch University are slightly lower than the industry average and indicates some improvement, the University exhibits a higher average total remuneration gender pay gap compared to the median total remuneration gender pay gap. This disparity stems from an imbalance in the representation of men and women in high-income positions.
Murdoch University acknowledges the ongoing gender-based differences in pay and commits to allocating targeted efforts to address and mitigate these disparities for enhanced gender equity in remuneration practices.
Our pay gap over time
Over the three-year period, Murdoch University has shown a mixed trend in the gender pay gap, attributed partly to major restructures.
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2020-2021 | 2021-2022 | 2022-2023 |
|---|---|---|---|
| Median total remuneration | 10.4% | 15.6% | 9.5% |
| Median base salary | 8.2% | 20.9% | 10.3% |
A sharp increase from 2020-2021 to 2021-2022 and a significant decrease in 2022-2023, resulted in a more consistent but persistent gender pay disparity at Murdoch University.
Gender composition by employment type
Comparable to industry values, more men occupy higher-paid and full-time positions, while more women are employed in lower-paid and part-time/casual roles. This effects the gender pay gap by reinforcing gender-based disparities in employment opportunities and remuneration.
| Key Management Professionals (KMP) | Managers | Non-Managers | Full-time | Part-time | Casual | |
|---|---|---|---|---|---|---|
| Men | 62% | 59% | 32% | 45% | 19% | 34% |
| Women | 38% | 41% | 68% | 55% | 81% | 66% |
The distribution of employees across pay quartiles highlights a significant gender disparity, particularly with women being disproportionately represented in lower-paying positions. This pattern is consistent across various industries, including higher education, and underscores systemic issues requiring comprehensive strategies to promote equitable pay practices and inclusive work environment.
Actions and strategies
Understanding the significance of addressing gender pay disparities, Murdoch University is taking proactive measures to ensure fairness and transparency in its employment practices. To this end, a Gender Pay Gap Working Group has been established and efforts are underway to recruit a dedicated Gender Equity Project Coordinator.
The next crucial step involves creating and implementing a comprehensive Gender Equity Action Plan, aligning with the University's core values of promoting inclusivity and equity. The action plan is expected to include the following initiatives:
- Internal gender pay gap analysis to gain insights and inform targeted interventions.
- Review and update policies/procedures to ensure they promote gender equity and fairness.
- Develop a transparent remuneration framework to address gender-based pay discrepancies.
- Provide regular unconscious bias training sessions for hiring managers and human resources personnel to mitigate biases in recruitment and promotion.
- Enhancing diversity in hiring panels to reduce biases and promote fairer hiring processes
- Implement transparent salary negotiation processes to minimise disparities in compensation.
- Highlight our comprehensive parental leave policies to ensure equal access and support career continuity for women.
- Promote flexible work arrangements to accommodate diverse employee needs and promote work-life balance.
Through these initiatives, Murdoch University aims to foster a workplace where all individuals, regardless of gender, have equal opportunities to thrive and succeed, thereby closing the gender pay gap and promoting a culture of fairness and equity.
We are dedicated to creating an inclusive environment that empowers all employees to thrive in their careers. We believe that by actively addressing these issues, we contribute to a workplace culture that values diversity and fosters equal opportunities for all.
We will keep our community informed of progress in these initiatives, and we encourage ongoing dialogue and collaboration to achieve our shared goals of a more equitable and inclusive Murdoch University.
Header image: Kaitlyn Baker via Unsplash.