Workplace Gender Equality Agency (WGEA) Employer Statement

Published
Contents

Introduction

The Australian Public Service Commission (the Commission) welcomes and supports the value that a diverse and inclusive culture brings, and actively employs people from various cultural backgrounds, genders, ages and skillsets to ensure our workforce reflects the diversity of society.  A diverse, inclusive workplace gives our people a safe space to bring their whole selves to work.

The Commission’s gender pay gap will be published in the 2024 Impact Report which includes Commonwealth sector members pay gap data. Moving forward we are committed to setting measurable goals for progress and continuing our journey towards addressing gender pay gap. ​

Target range

WGEA considers gender pay gaps within and including (+/-5%) as the target range. This range, also known as ‘neutral’, allows for normal fluctuations in the workforce with recruitment, promotions and resignations.

Employers with a negative gender pay gap, pay the median or average woman more than the median or average man. When they are less than –5%, they are described as ‘in favour of women’.

Employers with a positive gender pay gap, pay the median or average man more than the median or average woman. When they are greater than +5%, they are described as ‘in favour of men’.

Our workforce gender profile

As at 31 December 2023, the Commission had an average total remuneration gender pay gap of 7.4%.​

Our gender pay gap shows a gap in favor of men. While this may seem unexpected given that the majority of our employees are women, it is important to understands what the figure reflects​. This is not because men dominate leadership roles – women represent the majority of our workforce and are well represented across levels. The data indicates that, on average, men are earning more even within comparable levels. ​

​The Commission will continue to track the results of our actions (refer to Our Ongoing Commitment below) and regularly review and adjust our strategies to ensure sustained progress.

Our gender representation as at 31 March 2025

The following two figures show that a significant majority of our workforce is female. This reflects long standing trends where nature of our work and functions have historically attracted more women than men.

Gender Representation at the Commission, As at 31 March 2025, the gender representation at the Commission was 72% women and 28% men

As at 31 March 2025, the Commission has strong representation across our staffing cohorts of employees who identify as women including:

  • 50% of our Senior Leadership Team (Senior Executive Service Bands 2 and 3)
  • 74% of our managers spanning Executive Level 1 to Senior Executive Service Band 1
  • 55% of our APS levels.
Gender composition by classification, As at 31 March 2025, the Commission has strong representation across our staffing cohorts. APS 1 and APS2 cohorts were the only two cohorts with a higher percentage of men.

Our Ongoing Commitment

The Commission strives to achieve equal opportunities and outcomes for our women and men. The Commission is committed to transparency and fairness in our workplace.

The Commission strategy to close the gender pay gap over time and the associated actions to address the drivers of the gender pay gap include:

  • ensuring our employees receive equal pay for equal work, regardless of gender
  • supporting our Gender Equity Network, as a key group of employees that aim to improve gender balance through education and awareness of initiatives as well as targeted support for gender-based issues
  • providing support for parents and carers regardless of gender, including improved flexible working arrangements, significantly improved parental leave conditions, for both primary and secondary caregivers and non-leave-based support
  • offering a range of flexible work options, including remote work, part-time arrangements, and job sharing in support of work-life balance for employees with caring responsibilities.
  • encouraging both men and women to utilise flexible working arrangements
  • maintaining our best practice accreditation as a breastfeeding friendly workplace
  • continuing to consult with employees to make sure all of the Commission’s policies and procedures are consistent and equitable across the Commission, for all staff, to maximise employee engagement
  • providing training programs to raise awareness and prevent harassment and discrimination.

 

Was this page helpful?