SAGE has analysed the latest Workplace Gender Equality Agency pay gap data.
A new report card from the Science in Australia Gender Equity (SAGE) initiative shows Edith Cowan University (ECU) is one of just 13 universities to achieve a pay gap within the target range of +/- 5 per cent, showing the structured focus and action to address the systemic drivers of gender inequity in the workplace are working.
In the new report card, SAGE has analysed the latest Workplace Gender Equality Agency (WGEA) pay gap data, finding ECU was ranked 10th among Australian universities for its gender pay gap – and the leading Western Australian university with 4.1 per cent.
This is not an accident. ECU is one of 28 universities that has been implementing change through SAGE's Athena Swan workplace inclusion framework – an internationally recognised evidenced-based initiative for improving gender equality, diversity and inclusion.
The new SAGE report card found that those universities and STEMM institutes taking action through the Athena Swan framework have, on average, a 37 per cent lower gender pay gap (3.8 percentage point lower) than institutions not involved in the program.
Those that had moved beyond a plan to taking focused action were far more likely to be within the gender pay gap target range, while those not implementing the SAGE Athena Swan framework have seen their pay gap on average become worse.
A key driver of the gender pay gap in universities is women being less likely to progress to senior academic roles, particularly in STEMM disciplines. However, universities within the SAGE Athena Swan network for the first time surpassed the 50 per cent representation milestone for women in senior leadership. Meanwhile, those not delivering the framework remained well behind.
"We are proud to see ECU leading Western Australia's universities with the lowest gender pay gap," ECU Vice-Chancellor, Professor Clare Pollock said. "This reflects our long-term commitment to equity through the Athena Swan framework, where gender equity is embedded in our policies, leadership and everyday practices.
"While there is still more progress to be made in this area, these results show that sustained, intentional action and transparency are delivering meaningful change for our staff and the community we serve."
SAGE Chief Executive Officer Dr Janin Bredehoeft said the impressive progress was a testament to the work that Athena Swan member universities are undertaking, but there was still much more to do.
"The gender pay gap is an indicator of gender inequality in a workplace. This analysis shows that with targeted structural action on gender equality the gender pay gap can be addressed.
"We also know that opportunities for women still vary across a university and the sector, and there are still many universities and faculties struggling with a high gender pay gap and yet to take targeted actions to improve gender equality.
"The evidence consistently shows that improving gender equality delivers a range of benefits, from lower rates of discrimination and harassment to improved morale and staff retention, increased innovation and higher productivity," Dr Bredehoeft said.
