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—10.0% compared to 17.1% at non-subscriber agencies.
1. To make change, you need to analyse the problem.
- 75% of SAGE member agencies have conducted gender pay gap (GPG) analyses within the last 12 months compared to only 50% of non-subscriber agencies.
- 75% of members have taken corrective action as a result compared to 38% of non-members.
2. Leadership accountability stands out among SAGE subscribers:
- Three-quarters report their pay equity metrics to executive leadership. In contrast, just 38% of non-subscribers report GPG metrics to their executives.
- Half of our members have set targets to reduce their organisation-wide GPG, compared with 38% of non-members.
3. Representation in leadership is another key differentiator.
The data shows improvements in women’s representation at the most senior levels. At SAGE member agencies:
- Women hold 37.3% of senior leadership positions, compared with 36.9% at non-member institutions.
- Representation increased by 3.2 percentage points over the past year (and by 2.2 pp at non-members).
- 75% increased in women’s representation in senior leadership, compared with 38% of non-members.
- 75% set targets to increase the number of women in management positions, compared with 38% of non-members.
4. SAGE institutions also take the lead in implementing structural supports.
All SAGE agencies have formal flexible work policies and promote flexible working throughout the organisation.
Additionally, 100% have policies addressing sexual harassment, sex-based harassment, and discrimination, and all train all new staff, managers and non-managers, on sexual harassment prevention at induction, which is not the case for non-members.
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.
