Pay and Gender at AGD

We analysed our workforce to identify the differences between the average earnings of women and men.

Data is as at 31 December 2022 and was based on the earnings of substantive APS employees, excluding the Secretary, casuals, contractors, statutory appointments, employees on long-term leave and labour-hire staff.

We surveyed 2066 employees in total. AGD’s workforce is approximately 70 per cent women and 30 per cent men.

Remuneration

Figure 1 represents the gender pay gap (the gap) within classification levels as at 31 December 2022. This data indicates women and men undertaking work of a similar value are remunerated relatively equally at most classifications. For example, at the APS 6 level, the gender pay gap is -0.6 per cent, meaning on average, women are paid slightly more than men.

Figure 1 – AGD Base Salary Gap by Classification – 2022

A bar graph showing the AGD base salary gap by classification in 2022

Analysis shows a significant contributor to the gap is the combination of higher dollar value of SES salaries, and the gap favouring men at SES levels. With the SES cohort removed, the gap is reduced to 1.6%.

Gender Profile

Figure 2 outlines the gendered distribution of employees across classifications. The data has been adjusted to equalise representation of men and women in the department. The data shows the distribution of women is skewed towards lower classifications, and the distribution of men is skewed to higher classifications.

Figure 2 – Adjusted gender distribution by classification – 2022

A bar graph showing the adjusted gender distribution by classification in 2022

The larger proportion of men in the SES cohorts increases the average salary for the entire male cohort, while the larger proportion of women at lower classifications reduces the average salary for the entire female cohort.

Our commitment

AGD is committed to achieving gender equality. This will be supported by:

  1. Continuing to progress the AGD’s Gender Equality Action Plan 2023-25. The plan establishes a number of action items to promote gender equality, focusing on:
    • leadership and accountability
    • respectful workplaces and empowered people
    • shifting gender stereotypes
    • flexible ways of working
    • gender data analysis.
  1. Implementing tangible actions to shift AGD’s workforce profile to be representative of the Australian community at all classifications, including:
    • ensuring recruitment documentation encourages gender diversity at the commencement and promotion stages of employment
    • identifying and promoting training opportunities to ensure employees understand gender equality and are able to make appropriate workforce decision without gender biases
    • exploring options to enhance rigour in the selection, promotion and salary decisions of specialist roles by developing an annual IFA review report at a departmental level
    • conducting regular measurement and reporting on our gender pay gap.