WGEA statement

Our Approach: A Commitment to Progressive Inclusivity

Victoria University (VU) is dedicated to achieving gender equity and inclusivity, aiming to create a thriving place to study and work for everyone. The University is taking direct action to reduce the gender pay gap through transparent reporting, acknowledging disparities, and targeted strategies to enhance equality.

As of 31 March 2024, VU’s average organisational gender pay gap (Total Remuneration) was 8.6%, compared to the WGEA Higher Education Industry Comparison of 10.1%. Our Median Total Remuneration was 6.9%, compared with WGEA Higher Education Industry Comparison of 7.9%.

Our endeavours in the 2023-2024 period include:

  • Accountability and Measurement: The university has set measurable targets to 2028 through our Strategic Scorecard.  VU’s gender pay gap has decreased year on year, dropping even further in 2023-2024 to 8.6% (from 10.4% in 2022-2023). Regular reporting ensures that we maintain transparency, with oversight that goes through to VU Council and independent reviews.
  • Transparent Pay Practices: We conduct thorough pay equity analyses and review senior appointments for equity, ensuring our remuneration structure is fair and transparent.
  • Equitable Design Practices:  removing barriers for women in recruitment, development and promotion including ensuring gender-balanced panels in recruitment, development and promotion processes, and implementing programs which build capability on inclusive leadership, including an intersectional approach to inclusion.
  • Advocacy and Partnerships: As the first Australian university to partner with Our Watch, on a whole-of-institution 5-year basis, we are addressing gender inequality and the prevention of gender-based violence, effecting change within and beyond our community.
  • Inclusive Policies: We continually update our policies to ensure they support fairness in employment, covering recruitment, promotions, pay, and professional development. In 2024, VU focused on tackling career interruption by providing opportunities in development and talent management programs.

Our organisational context

A graph shows 62% of all employees, 53% of managers and 63% of non-managers are women, while 38% of all employees, 47% of managers and 37% of non-managers are men.
A graph shows 62% of all employees, 53% of managers and 63% of non-managers are women, while 38% of all employees, 47% of managers and 37% of non-managers are men.

Figure 1: WGEA Figure 1 Gender Composition in the workforce

Bar graph shows 62% of women and 38% of men earn $123,000; upper quartile is 53/47% women/men ($178,000); upper middle quartile is 56/44% women/men ($124,000); lower middle quartile is 69/31% women/men ($108,000); lower quartile is 71/29% women/men ($84,000)
Bar graph shows 62% of women and 38% of men earn $123,000; upper quartile is 53/47% women/men ($178,000); upper middle quartile is 56/44% women/men ($124,000); lower middle quartile is 69/31% women/men ($108,000); lower quartile is 71/29% women/men ($84,000)

Figure 2: Total remuneration full-time equivalent pay of all VU employees four equal quartiles, WGEA 2023-2024 submission

Key drivers of our gender pay gap

In 2023, an independent review of VU’s Gender Pay Gap provided the following insights, which are drivers for our priority actions: 

- The gender pay gap at VU is historical and structural with higher representation of men at senior academic levels and a corresponding over-representation of women, gender diverse and non-binary staff at the lower professional levels. 

  • Pay equity is connected to everything – representation, recruitment, promotion, career development and progression, secondments, higher duties and progression, exit, career breaks, parental leave, caring, flexibility and superannuation.
  • Solving the gender pay gap requires an integrated approach. 

We acknowledge the importance of closing this gap to ensure fairness and equity for all our workforce. These insights formed the basis for our priority actions.

Our priority actions

As indicated through our 2023-2024 activities, we are committed to delivering the VU Gender Equality Action Plan, 2022-2025. 

The plan outlines a systematic approach to sustain gender parity in leadership roles, work towards gender parity in the professoriate, and reduce structural pay gaps at leadership and management levels. 

  • Data and Insights: Continue to monitor pay equity performance, longitudinally and benchmarked, in a transparent way. We will use insights to drive action and practice across the university.
  • Leadership: Build understanding of pay equity considerations amongst university leadership to inform policy and practice and position VU as an employer of choice for women, gender diverse and non-binary people in senior leadership roles.
  • Development: Identify the pipeline and build the necessary career support mechanisms to progress the professional trajectory of women, gender diverse and non-binary staff, especially into academic leadership roles.

With the support of our leaders, and working with community and the sector more broadly, we will ensure gender pay parity for all.

Professor Adam Shoemaker
Vice-Chancellor