UNSW achieves top spot in gender pay gap reduction

The University had the lowest pay gap among the Group of Eight universities in 2024-2025.

Recently released data from the Workplace Gender Equality Agency (WGEA) showed that UNSW had a 6.9% gender pay gap (GPG) (Average Total Remuneration) in 2024-2025, the lowest of the Group of Eight (Go8) universities.

GPG is the difference between the earnings of men and women, expressed as a percentage of male earnings. WGEA publishes both average and median gender pay gaps to help explain how pay is distributed across the workforce.

UNSW’s Average Total Remuneration (GPG) figure for 2024-2025 was an improvement on our 2023-2024 figure of 7.5% and well below the higher education industry mid-point for 2024-2025 of 9.4%.  Our Median Total Remuneration (GPG) for the 2024-2025 period was 2.4%, below the industry mid-point of 5.7%.

UNSW Chief People Officer Gemma Martin said, “This is a positive step in the right direction for UNSW, and reflects the sustained effort across the University to address gender pay equity in a meaningful way.

“We know we’re still on a journey. There is more to do to ensure equity for all our people, and we’re committed to continuing that work with focus and intent. What’s important is that we’re seeing progress, and that progress is the result of deliberate action, transparency and a willingness to keep improving.”

WGEA stipulates that the GPG is calculated for base salary and for total remuneration. Total remuneration comprises base salary, superannuation, overtime, bonuses and other additional payments. Base salary and total remuneration for an individual employee are determined using the actual earnings during the reporting period, rather than values at a particular point in time. Annual earnings for fixed term, continuing and casual employees are included in the WGEA submission.    

Current UNSW initiatives to address GPG

UNSW’s downward trend in GPG is driven by several key initiatives supporting the UN's Gender Equality Sustainable Development Goals including: 

• gender equal recruitment policies and process
• the Enterprise Agreement for Academic and Professional staff including equal pay and flexible working arrangements and parental and carers leave
• SAGE Athena Swan, an institutional award received since 2018 for work and ongoing commitment to advancing gender equity and diversity in higher education and research
• The Women’s Wellbeing Academy, established to positively impact women’s wellbeing, nationally and globally, through multidisciplinary collaborative research, practice, teaching and programs that advance gender equity and equality
• UNSW’s Gender Equity Strategy which  aligns initiatives across People & Culture, Societal Transformation & Equity, and the University’s faculties and divisions, ensuring that staff of all genders, ethnicities, faiths, heritages, abilities, sexual orientations, ages and cultural backgrounds are represented, recognised and provided with the tools and support needed to succeed at every level of employment.