Chapter 8: Remuneration by gender
This section outlines key remuneration findings by gender. It uses two measures to examine remuneration:
- The first looks at remuneration by gender within each classification level to assess differences in remuneration for comparable work value.
- The second measure examines the gender pay gap for the APS overall.
Remuneration by gender2 and classification
The remuneration of males and females within each classification level is a measure which can be used to explore gender differences in remuneration for comparable work value based on the APS classification guide and work level standards.
The differences between male and female median Base Salaries were within a range of +/-1% at most classifications (Figure 8.1).
Figure 8.1 Median Base Salary by gender and classification, 2019
APS gender pay gap
The APS gender pay gap looks at gender remuneration results for the whole of the APS. The gender pay gap is the difference between male and female employees’ average weekly full-time equivalent earnings, expressed as a percentage of male earnings.
The APS calculation is based on the methodology used by the Australian Bureau of Statistics and the Workplace Gender Equality Agency. Using this methodology allows for the APS gender pay gap to be compared to other benchmarks such as the National Gender Pay Gap and the broader public sector (inclusive of States and Territories).
In 2019, the average Base Salary for males in the APS was $98,149 while the average Base Salary for females was $91,016. This represents a 7.3% gender pay gap for the APS and continues the improvement shown since 2015 (Figure 8.2).
Figure 8.2 Average gender pay gap trends with data table, 2015 – 2019
The gender pay gap across the APS may be primarily due to differences in the representation of males and females within each classification level. More specifically, this has involved an underrepresentation of females at higher classification levels (EL 2 and above) and an overrepresentation of females at lower classification levels (APS 2–6).
The representation of male and female employees at the highest classification levels is moving towards parity and this is reflected in a reduced gender pay gap across the APS.
Figure 8.3 shows how the proportion of females in each classification has changed since 2015. The data shows there has been a consistent proportional increase in females at higher classification levels (EL 2 and above) since 2015.
Figure 8.3 Females as a percentage of APS population by classification, 2015 and 2019
2 Remuneration survey data used within this chapter does not include employees who identify as indeterminate/intersex/unspecified.