Gender Equity at JCU Gender Pay Gap

Gender Pay Gap

Commitment to Gender Pay Equality

JCU is committed to understanding and addressing gender pay inequity and inequality. We our commitment is underscored by strong and courageous leadership, effective systems, and educational initiatives fostering behaviour change. We acknowledge and address the challenges faced by women across the career pipeline and actively work to increase the representation of women in senior academic, professional, and support roles. We are committed to addressing gender imbalances in science, technology, engineering, mathematics, and medicine.

What is a Gender Pay Gap?

Pay equity refers to equal pay for work of equal or comparable value. Equal pay is not only about wages, but also discretionary pay, allowances, bonus payments and superannuation, amongst other benefits.  In Australia, equal pay has been a legal requirement since 1969.

The Gender Pay Gap is the difference between the average or median pay of women and men across organisations, industries and the whole workforce.

What is JCU’s Gender Pay Gap?

The WGEA Data Explorer sets out JCU’s results for the 2023-2024 Reporting Year:

  • Average Total Remuneration pay gap 12% (11.4% sector* average)
  • Median Total Remuneration pay gap of 11.2% (9.5% sector median)
  • Average Base Salary pay gap 10.6% (10.4% sector average)
  • Median Base Salary pay gap 5.5% (9.3% sector median)

*sector = Other Higher Education institutions with 1000-4999 employees.

JCU’s analysis of 2025 data shows:

  • Average Remuneration pay gap for Academic staff of 9.9%
  • Median Remuneration pay gap for Academic staff of 4.3%
  • Average Remuneration pay gap for Professional staff is 6.4%
  • Median Remuneration pay gap for Professional staff is -3.5%

Drivers of the Gender Pay Gap

  • A higher representation of men in higher-level academic roles (Academic Level 'E').
  • A higher proportion of women in clerical and administrative roles.
  • A higher rate of discretionary loadings being paid to men.

JCU’s actions to address Gender Pay Gaps

JCU is focussing attention in 2025 on:

  • visibility of loading allocations
  • supporting pathways for gender-balanced promotion to senior roles
  • supporting retention of women in senior academic roles

More detail on actions will be uploaded here in September 2025.

Pay Scale Transparency

Salary ranges for professional (HEW) and academic level roles are published in the Enterprise Agreement. Staff receive an annual salary increment until they reach the top of their relevant pay scale unless their performance is deemed unsatisfactory.

Supporting career progression for women

JCU has a number of actions to support Gender Equity

Workplace Gender Equality Agency Reporting

See Gender Pay Gap explained.

In accordance with the requirements of the Workplace Gender Equality Act 2012, JCU lodges a public report with the Workplace Gender Equality Agency each year.

JCU employees may make comments on the report to the Equity & Diversity (HR) in Human Resources or to the Workplace Gender Equality Agency (WGEA). For further information, visit the Workplace Gender Equality Agency (WGEA) .

See here for JCU's reports to WGEA.