A gender pay gap measures the difference between the average earnings of women and men, expressed as a percentage of men’s earnings. It is the difference between what men and women get paid, on average, across organisations, industries, and the workforce as a whole.
The gender pay gap is different to equal pay which is where women and men are paid equally for performing the same role, or different work of equal or comparable value.
The WGEA dataset includes gender pay gaps by industry and by manager category and non-manager occupation. It includes superannuation, bonuses and other additional payments. Gender pay gaps across the WGEA dataset are an indicator of women’s overall position in the workforce and do not compare like roles.
Gender pay gaps are influenced by a number of factors including discrimination and bias, women and men working in different industries and jobs, women’s disproportionate share of unpaid caring and domestic work, the under-representation of women in senior roles, lack of workplace flexibility and women spending a greater time out of the workforce.
All gender pay gaps are based on full-time employees only, excluding CEOs.
Gender pay gaps continue downward trend
Base salary and total remuneration gender pay gaps have declined year-on-year since 2013-14.