A quick overview of key metrics
Number of employer gender pay gaps published on 27 February 2024:
0
This is lower than the 5,135 employers that reported to WGEA in 2022-23 as WGEA has only published the gender pay gaps for employers with 100 or more employees. WGEA gave every employer with a published gender pay gap the opportunity to provide a link to an Employer Statement to give context to their results and the actions they are taking to improve workplace gender equality. Providing a link to an Employer Statement is voluntary. Where provided, links to Employer Statements can be found on each employer’s page on the WGEA Data Explorer.
Click the left and right arrows below to see more key metrics, or scroll down to get straight into the data.
Median total remuneration gender pay gap:
19%
Nationally, the median total remuneration gender pay gap is 19%. This means that over the course of a year, the median of what a woman is paid is $18,461 less than the median of what a man is paid. The total remuneration gender pay gap includes additional payments such as bonuses, superannuation and overtime. Part-time and casual salaries are converted into annualised full-time equivalent earnings.
Mid-point of employer gender pay gaps:
9.1%
Of the nearly 5,000 employer gender pay gaps published in 2024, 50% have a gender pay gap higher than 9.1% and 50% have a gender pay gap lower than 9.1%. Measuring gender pay gaps by median allows us to understand the remuneration experience of the typical employee at a workplace, as it is not skewed by exceptionally high or low salaries.
Percentage of employers with a neutral gender pay gap (within and inlcuding -5 and +5%):
30%
All employers should be aiming for a gender pay gap within or including +/-5%. This range allows for normal business fluctuations and employee movements, while signifying that an employer has a focus on identifying and addressing inequalities and is taking action to ensure there is gender equality throughout an organisation.
Distribution of employer gender pay gaps by industry
Industries with the highest pay rates have the highest gender pay gaps. In three industries, Mining, Electricity, Water and Waste Services and Financial and Insurance Services, 90% or more employers have a gender pay gap in favour of men and more than 80% of those employers have a gender pay gap above 9.1%.
Employer gender pay gaps by sub-division (based on ANZSIC classifications)
Each industry comprises several sub-divisions. The largest gender pay gap in favour of men is in Medical and Other Health Care Services. The largest in favour of women is in Social Assistance Services.
Employers with a neutral gender pay gap (within and including -5 and +5%)
Employees in Health Care and Social Assistance and Education are the most likely to work for an employer with a neutral gender pay gap.
Employer gender pay gaps by employer size
Employers with 5,000 or more employees are more likely to have a gender pay gap within and including -5% and +5%. However, this is less likely if the employer is in a male-dominated industry, particularly Transport, Construction and Electricity, Gas, Water and Waste Services.
The value of additional payments
Additional payments such as bonuses, overtime, superannuation and commissions are more common - and larger - in male-dominated industries. They also tend to benefit employees in the highest-paid roles, who are more likely to be men. The value of these payments contributes more than a third (37.4%) to the WGEA median total remuneration gender pay gap.
Employer gender pay gaps by proportion of women in management
There’s a clear link between more women in leadership and a lower gender pay gap, even when the remuneration of those roles (CEOs and boards) is not included in the gender pay gap calculation.
Employers by primary state
Western Australia has the highest mid-point for employer gender pay gaps at 13.9%. The Northern Territory has the lowest at 1.9%.
This analysis is based on the primary location of each employer, as indicated on the Australian Business Register. The bigger the circle, the more employers have indicated that state as their primary location. Beginning in the 2024 Gender Equality Reporting, WGEA will ask employers to indicate the primary work location for each employee. This will allow us to do a more detailed analysis of employer gender pay gaps by location.
Search for an employer to see their gender pay gap
The publication of employer gender pay gaps is a moment for employers to analyse their gender pay gaps and take meaningful action. For support, tools, guides and live masterclasses to assist with this process, visit the Take Action pages of our website.
