In February this year the Workplace Gender Equality Agency published gender pay gap data by institution for the first time. SAGE subscribers had a pay gap of 7.9% compared to 9.8% for non-subscribers across universities and medical research institutes reporting to WGEA.  

The latest data, released last Month, gives us more detail on the actions that SAGE subscribers have taken as a result of their pay gap analysis.  

One of the SAGE Athena Swan principles is to be accountable. One way to do this is transparency; for example, public reporting on gender pay gaps. 

Setting targets is crucial to ensuring that gender equity policies and strategies are appropriately monitored and evaluated. 

  • 71% of SAGE subscribers have set targets to reduce their gender pay gap compared to 32% non-subscribers 
  • 61% have set targets to increase the number of women in management positions compared to 24% of non-subscribers 

SAGE subscribers are working towards gender equity in senior leadership roles. 

  • 78% of SAGE subscribers saw an increase in the number of women in senior leadership compared to last year, compared to 58% of non-subscribers 
  • Women made up 50% of SAGE subscriber governing bodies, compared to 38% in non-subscriber institutions 

Data from the Department of Education shows that the gender gap in senior STEM roles is closing

Newly released data from the Department of Education, shows progress in the representation of women at senior levels in STEM disciplines at universities between 2020 and 2024. 

  • There has been an increase in the representation of women by 7.7pp at senior lecturer level 
  • There has been an increase in the representation of women by 5.4pp at above Senior lecturer level 

When considering gender equity, it is essential to consider all stages of the career pipeline.  

  • SAGE subscribers are more likely to have policies/strategies to support gender equality across recruitment, retention, promotion, and training and development than non-subscribers 

The new data release from WGEA includes detail on how sex-based harassment and discrimination is reported, the training provided, and the support systems in place at institutions. 

Data collection 

  • SAGE subscribers are more likely to collect gender data on occurrences of sexual harassment.  
  • SAGE subscribers are also more likely to track informal disclosures as well as formal disclosures of sexual harassment. 

Training 

  • 95% of SAGE subscribers train all managers at induction on the prevention of sex-based harassment and discrimination 
  • 76% of SAGE subscribers include bystander training compared to 60% non-subscribers 

Support 

  • SAGE subscribers are more likely to provide support to staff involved in or affected by sexual harassment across all options reported by WGEA compared to non-subscribers, including reasonable adjustments to work conditions, trained, trauma-informed support staff and union/worker representative support.