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The Workplace Gender Equality Agency’s Gender Pay Gap Report

The Workplace Gender Equality Agency, an Australian Government statutory agency created by the Workplace Gender Equality Act 2012, will be reporting gender pay gaps in all organisations with more than 100 staff from February 27, 2024. As part of this process, organisations have been invited to put forward an Employer Statement to support and explain the gender pay gap figures they have submitted to the agency.

The George Institute for Global Health welcomes the requirement for transparent reporting of gender pay gaps across organisations, industries, and the overall workforce, to ensure employers take action. The Institute is committed to closing our gender pay gap with a structured, accountable program of measures.

Please refer to our Employer Statement on this page for more details on these measures and the work we are doing to close the gender pay gap.

Download the Statement

The gender pay gap is a measure of how the contribution of men and women in the workforce is valued and shows the difference between the average earnings of women and men expressed as a percentage or a dollar figure.

Gender pay gaps are not a comparison of like roles. Instead, they show the difference between the average pay of women and men across organisations, industries and the workforce as a whole.

The median gender pay gap refers to the difference between the median earnings of men and women*, expressed as a percentage over men’s median earnings. 

The George Institute’s median base salary gender pay gap in March 2023, when the data for this report was collected, was 14.7%, and our median total remuneration gender pay gap was 14.0%.

*For the purposes of this document, we refer to women, men, and non-binary to encompass all individuals who identify as such. We support the right of people to identify their gender identity as they choose.

The George Institute is committed to closing the gender pay gap and strengthening our practices and culture so that we have greater gender balance across all career levels and roles. Since we submitted our data to WGEA, a comprehensive audit of salaries in line with benchmarking has already resulted in the reduction of our median gender pay gap to 10.1% from 14.7%. Over the next five years, we will be prioritising the following actions to further close the gap:

1.    accelerating the career progression and appointment of women into senior leadership roles 
2.    increasing the representation of men at early career levels
3.    seeking greater gender diversity in all job families within professional roles 
4.    ensuring our workplace policies attract and retain women at all life and career stages