Macquarie Community College, including its subsidiary entities, is committed to promoting equity and fairness across all operations. We recognise the importance of equitable remuneration and are dedicated to fostering a workplace culture that values diversity and inclusion. Our aim is to address gender pay disparities proactively and transparently.
Current Gender Pay Gap Performance:
The Workplace Gender Equality Agency (WGEA) Industry Benchmark Report 2023-24 identified our average total remuneration gender pay gap as 3.4%, which is ahead of the industry comparison group’s average of 3.7%. Our median gender pay gap also stands at 3.2%, again demonstrating our relatively favourable position within the sector.
However, we acknowledge that any gender pay gap, regardless of size, requires continuous action and vigilance to ensure ongoing equity and fairness.
Analysis and Understanding:
We are continuously working to analyse and understand the factors contributing to the gender pay gap within our organisation. The disproportionate representation of women in part-time, casual, and non-management roles within our traditionally female-dominated industry contributes to this gap We are committed to continue our focus on examining and addressing the various elements influencing pay differentials, including:
- Occupational Segregation: We will review the distribution of male and female employees across different roles within the organisation to identify any patterns of occupational segregation that may contribute to the gender pay gap.
- Hours of Work: We will assess the impact of part-time and casual employment on overall remuneration, recognising that women may be disproportionately represented in part-time roles.
- Career Progression: We will evaluate opportunities for career advancement and professional development to ensure that all employees, irrespective of gender, have equal access to growth opportunities within the organisation.
Action Plan:
We are committed to implementing an action plan to address the gender pay gap. This plan will include the following key initiatives:
- Pay Equity Reviews: Conduct annual reviews of remuneration to identify and rectify any unjustified pay disparities based on gender.
- Flexible Work Arrangements: Enhance and promote flexible work arrangements to support work-life balance, for all our employees.
- Training and Development: Implement training programs to promote equal opportunities for career advancement and skill development.
- Transparent Communication: Maintain open and transparent communication with employees regarding our efforts to address the gender pay gap, ensuring that all staff members are informed and engaged in the process.
Progress Monitoring:
We are committed to regularly monitoring and reporting on the progress made in addressing the gender pay gap. We will provide updates on our initiatives, share successes and challenges, and remain accountable for our commitment to achieving pay equity.
Conclusion:
By addressing the gender pay gap, we are taking a proactive stance toward creating a workplace that upholds the principles of equality and fairness. We are dedicated to fostering an inclusive environment where all employees, regardless of gender or employment status, can thrive and contribute to the success of our organisation.