{"id":21511,"date":"2024-02-22T04:43:10","date_gmt":"2024-02-22T04:43:10","guid":{"rendered":"https:\/\/www.curtin.edu.au\/about\/?page_id=21511"},"modified":"2026-06-15T12:40:50","modified_gmt":"2026-06-15T04:40:50","slug":"gender-pay-gap","status":"publish","type":"page","link":"https:\/\/www.curtin.edu.au\/about\/values-vision-strategy\/diversity-equity\/gender-equity-and-inclusion\/gender-pay-gap\/","title":{"rendered":"Gender Pay Gap"},"content":{"rendered":"\n<p>Gender equity is embedded within Curtin\u2019s values and <a href=\"https:\/\/www.curtin.edu.au\/file\/pdf\/Curtin_2030_Strategic_Plan.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">2030 Strategic Plan<\/a>, which focuses on cultivating an inclusive culture and working environment for all staff. The gender pay gap is a universally recognised metric of workplace gender equality, and closing the gender pay gap (GPG) is fundamental to achieving gender equity at Curtin.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"888\" height=\"88\" src=\"https:\/\/www.curtin.edu.au\/about\/wp-content\/uploads\/sites\/5\/2024\/01\/GPG-formula.jpg\" alt=\"Gender pay gap formula: Open bracket, average men remuneration minus average women remuneration divided by average men remuneration, close bracket. Times 100.\" class=\"wp-image-21745\" srcset=\"https:\/\/www.curtin.edu.au\/about\/wp-content\/uploads\/sites\/5\/2024\/01\/GPG-formula.jpg 888w, https:\/\/www.curtin.edu.au\/about\/wp-content\/uploads\/sites\/5\/2024\/01\/GPG-formula-768x76.jpg 768w\" sizes=\"auto, (max-width: 888px) 100vw, 888px\" \/><\/figure>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The gender pay gap (GPG)&nbsp;refers to the total percentage difference between the average hourly earnings for men and women across an organisation or selected group without regard to their specific roles or type of employment.&nbsp;&nbsp;<\/li>\n\n\n\n<li>The GPG&nbsp;is not a measure of equal pay:&nbsp;the right to equal remuneration&nbsp;for equivalent roles&nbsp;is protected by federal industrial legislation.&nbsp;&nbsp;<\/li>\n\n\n\n<li>The GPG&nbsp;is the result of&nbsp;a number of&nbsp;social and economic factors which reduce the earning capacity of women in the workforce.&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Australia\u2019s national gender pay gap is 21.1% (<a href=\"https:\/\/www.wgea.gov.au\/pay-and-gender\/gender-pay-gap-data\" target=\"_blank\" rel=\"noreferrer noopener\">Workplace Gender Equality Agency<\/a>, 2026).\u202f<\/p>\n\n\n\n<p>The&nbsp;<em>Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Act 2023<\/em>&nbsp;introduced&nbsp;a change which allows&nbsp;the Workplace Gender Equality Agency (WGEA)&nbsp;to publish the GPG for organisations with more than 100 employees, in addition to publishing their gender pay gap at a national, industry and occupational level.&nbsp;WGEA produces the GPG&nbsp;for individual organisations based on their respective and collective responses to an annual questionnaire canvasing activity related to gender equity, including de-identified payroll data.<\/p>\n\n\n\n<p><em>Note: Although WGEA has created the option for employers to report employee gender as non-binary (voluntary category), these employees are not included in the dataset analysed for the gender pay gap. WGEA\u2019s position is that due to the number of relatively small number of employees in this category, including a non-binary option would potentially make these employees identifiable.<\/em><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Gender Pay Gap at Curtin<\/h2>\n\n\n\n<p>Â鶹ֱ²¥&#8217;s gender pay gap represents the total percentage difference between the average hourly earnings for men and women across the University without regard to their specific roles or type of employment.<\/p>\n\n\n\n<p>When looking at Curtin\u2019s GPG, it\u2019s crucial to consider context, including what drives the pay gap imbalance at Curtin and what steps we have taken, and continue to build on, to work toward gender pay equity. We are invested in initiatives and best practices that break down barriers and support the career development and leadership of women at Curtin, which directly and indirectly work toward closing our gender pay gap.<\/p>\n\n\n\n<p><strong>Learn more about the initiatives, actions and strategies Curtin is taking to work toward gender pay equity through <a href=\"https:\/\/www.curtin.edu.au\/about\/values-vision-strategy\/diversity-equity\/gender-equity-and-inclusion\/\" data-type=\"link\" data-id=\"https:\/\/www.curtin.edu.au\/about\/values-vision-strategy\/diversity-equity\/gender-equity-and-\">Gender Equity and Inclusion<\/a><\/strong>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Gender equity is embedded within Curtin\u2019s values and 2030 Strategic Plan, which focuses on cultivating [&hellip;]<\/p>\n","protected":false},"author":251,"featured_media":0,"parent":19995,"menu_order":6,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_oasis_is_in_workflow":0,"_oasis_original":0,"_oasis_task_priority":"3high","footnotes":""},"tags":[],"class_list":["post-21511","page","type-page","status-publish","hentry"],"acf":{"page_components":false,"controls":{"page_switch_toggle":false,"support_toggle":false,"breadcrumb_toggle":true,"navi_toggle":true,"section_nav_toggle":true,"alternate_font_toggle":false}},"featured_image":false,"author_meta":{"display_name":"282583a"},"_links":{"self":[{"href":"https:\/\/www.curtin.edu.au\/about\/wp-json\/wp\/v2\/pages\/21511","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.curtin.edu.au\/about\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.curtin.edu.au\/about\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.curtin.edu.au\/about\/wp-json\/wp\/v2\/users\/251"}],"replies":[{"embeddable":true,"href":"https:\/\/www.curtin.edu.au\/about\/wp-json\/wp\/v2\/comments?post=21511"}],"version-history":[{"count":5,"href":"https:\/\/www.curtin.edu.au\/about\/wp-json\/wp\/v2\/pages\/21511\/revisions"}],"predecessor-version":[{"id":39207,"href":"https:\/\/www.curtin.edu.au\/about\/wp-json\/wp\/v2\/pages\/21511\/revisions\/39207"}],"up":[{"embeddable":true,"href":"https:\/\/www.curtin.edu.au\/about\/wp-json\/wp\/v2\/pages\/19995"}],"wp:attachment":[{"href":"https:\/\/www.curtin.edu.au\/about\/wp-json\/wp\/v2\/media?parent=21511"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.curtin.edu.au\/about\/wp-json\/wp\/v2\/tags?post=21511"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}