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Gender equity at UOW

UOWs gender pay gap reporting and employer statement

Gender pay equity

Gender pay equity is about ensuring that everyone who is performing the same role is paid the same amount, and that those performing different work of equal or comparable value are paid equitably. This requires a valuing of skills, responsibilities and working conditions in a non-discriminatory way. Unintended gender biases in hiring, promotion, performance and pay decisions can lead to incidences of pay inequity.  

Research shows the main factors contributing to the gender pay gap for the Higher-Education Sector are: 

  • discrimination and bias in hiring and pay decisions 
  • female-dominated industries and jobs attracting lower salaries 
  • a high rate of part-time and casual work for women 
  • the disproportionate share of unpaid caring and domestic work taken on by women 
  • a lack of workplace flexibility to support parents and carers, especially in senior roles 

Gender pay equity at UOW

UOW has a long-term commitment to reducing its gender pay gap, and to achieving pay equity. Some of the measures the University has in place to improve gender pay equity include: 

  • Undertaking comprehensive annual gender pay equity audits 
  • Setting a target for the representation of women across all levels and faculties/divisions 
  • Promoting workplace flexibility and support options  
  • Supporting women in engaging in non-traditional fields of study and work including the science, technology, engineering, mathematics and medicine (STEMM) disciplines. 
  • Undertaking ongoing review and assessment of our promotions and recruitment processes and training to enhance access and opportunity for all staff. 

UOW Gender Pay Gap Statement 2024-25

Position Statement

At the University of Wollongong (UOW), we are committed to providing a diverse and inclusive workplace and are proud of our culture that aims to provide equal opportunity regardless of gender. Our policies and practices are continually being refined to support gender equity, and we have workplace flexibility arrangements that provide all genders with career opportunities and a healthy work-life balance. We are committed to removing barriers to recruitment, selection, advancement, and development opportunities for women within our workplace.

UOW recognises that gender equity is critical to our organisation’s success, and we passionately believe that companies and communities thrive with diverse perspectives and flexibility in thinking, leading to higher levels of creativity and innovation. UOW acknowledges and accepts the inherently different experiences of women, men, and gender diverse individuals. UOW is committed to promoting and achieving gender pay equity, and to addressing gender imbalances that exist across the University.

The gender pay gap (GPG) is a universally recognised metric of workplace gender equality and signals an employer’s commitment to achieving gender equality in the workplace. In 2024, UOW had demonstrated improvements in its GPG as outlined below:

  • UOW’s organisation-wide GPG for total remuneration is 8.0%. This is lower than the Higher Education industry benchmark of 8.3%.
  • The GPG for non-managerial positions is 4.2%, a significantly better result than the Higher Education industry average (6.2%)
  • The GPG in the Non-Managerial Professional category has markedly improved from 7.4% in 2023 to -0.7% in 2024
  • 61.69% of our workforce are women (38.08% men and 0.23% gender X); this is higher than the Higher Education industry average of 59% (women) and 41% (men).
  • There are significantly more women working part-time in managerial positions (20%) than the Higher Education industry average (15%).

The University’s commitment to gender equity is embedded in all aspects of the workplace including recruitment, ongoing professional development, promotion, and conduct. Various individual policies, strategies and procedures specifically incorporate gender equality including the STEM Decadal Plan. UOW is a champion of the STEM Decadal Plan, and have aligned these objectives with our Gender Equity Action Plan (2024-2026) and our overarching EDI Strategic Plan (2024-2029)

UOW conducts ongoing gender pay gap analyses by level, faculty, division, and school. Findings and recommendations are reported to the People and Culture Committee and University Council. The EDI team in People & Culture also works closely with Associate Deans (EDI) in each faculty to consider: 

  • Issues contributing to the gender pay gap at UOW; 
  • Academic and professional staff promotion processes; 
  • Workforce composition and planning processes; 
  • Addressing bias in recruitment/selection panels; and 
  • Gender pay gap concerns in STEMM disciplines. 

UOW’s Equity, Diversity, and Inclusion (EDI) Policy and Gender Equity Action Plan (2024-26) [INTERNAL ] uphold the values set out in UOW’s EDI Strategic Plan 2024-2029 and outline the University’s commitment to gender equality and diversity in the workplace.

The Gender Equity Action Plan (2024-26) specifies 34 gender equity actions spanning the end-to-end employee experience including remuneration, recruitment, onboarding, employee systems, retention and promotion strategies. Our goal is to achieve equal outcomes for all genders at the University of Wollongong and ensure the University’s gender pay gap remains below the sector average.

The University of Wollongong remains steadfast in our commitment to achieving gender equity, fostering an inclusive culture, and driving meaningful changes to ensure all employees, regardless of gender, have equal opportunities to thrive.