What is Gender pay gap
The gender pay gap is an internationally established measure of women’s position in the paid workforce. Gender pay gaps in favour of men are a common feature of economies worldwide. The pay gap does not necessarily reflect comparisons of women and men performing the same roles. Instead, it is the difference between women’s and men’s average weekly full-time equivalent earnings, expressed as a percentage of men’s earnings.
Our Pay Equity Target
We will halve our organisation-wide gender pay gap by 2022.
"Pay equity is a core element of Monash's Gender Equity Strategy. As part of our commitment to reduce our gender pay gap, we know we must adopt a multi-faceted approach that promotes workplace flexibility, actively supports staff who are parents and carers and implements strategies to mitigate the effects of unconscious bias"
- Professor Margaret Gardner AO, President and Vice Chancellor of Monash University
Close the organisation-wide gender pay gap.
Routinely undertake an annual gender pay gap analysis :
- Base salary, total remuneration, performance pay
- Organisation-wide, level by level, like for like
- Starting salaries, annual salary increases, salaries on promotion
- Transparency of salary banding
- Eliminate gender bias impacting remuneration decisions
- Seek to identify leading causes of gender pay gaps and take actions to reduce them
- Undertake analysis of performance review results by gender
- Results of gender remuneration gap analysis, pay equity metrics and actions are reported to senior stakeholders and relevant senior committees
- Report on progress towards narrowing the university wide gender pay gap to the governing body
- Set targets to increase the representation of women in senior (higher paid) roles
- Ensure no gender bias occurs at any stage of the remuneration review process