New data reveals that Commonwealth Public Sector STEM agencies working with the SAGE framework are outperforming non-subscribers in closing the gender pay gap (GPG) and advancing workplace gender equity. 

SAGE has conducted an analysis of the newly released Public Sector Gender Equality data from the Workplace Gender Equality Agency. We examined GPGs across STEM agencies (i.e. agencies that are part of DISR and DCCEEW), comparing agencies that work with SAGE and those that don’t. 

SAGE subscribers report a significantly lower median total remuneration gender pay gap—12.6% compared to 16.4% at non-subscriber agencies. 

Median total remuneration Gander Pay Gap 2023-24

To make change, you need to analyse the problem. 

All SAGE agencies have conducted gender pay gap (GPG) analyses and taken corrective action, a practice not uniformly adopted by non-subscriber agencies. 

Transparency and accountability also stand out among SAGE subscribers: 

  • Three-quarters report their pay equity metrics to executive leadership 
  • half share this data with all employees 
  • and a quarter disclose it externally. 

In contrast, just 38% of non-subscribers report GPG metrics to their executives, and none share the results with their staff. 

Proportion of agencies that reported pay equity metrics (including the gender pay gap) 2023-24

Representation in leadership is another key differentiator. 

The number of women in management roles is consistent across SAGE and non-SAGE public sector STEM agencies at 34%. But importantly, 75% of SAGE institutions have set targets to improve this representation—nearly double the rate of non-subscribers (38%). 

On governing bodies, SAGE subscribers average 51% female representation compared to 40% at other agencies. 

SAGE institutions also take the lead in implementing structural supports. 

All SAGE agencies have formal flexible work policies and are more likely to set and evaluate targets for engagement with flexible work. Additionally, 100% have policies addressing sexual harassment, sex-based harassment, and discrimination, with 75% training all new managers on these issues—compared to 55% of non-subscribers. 

These findings highlight the tangible impact of working within the SAGE Framework to improve gender equity outcomes. While there is still a long way to go in STEM-focused public sector organisations, SAGE is supporting these agencies in their clear efforts to shift the dial. 

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We’re making gains in the Private Sector, too.

Across all large Australian businesses, SAGE is helping organisations to narrow the Gender Pay Gap faster than their peers.