The University’s commitment to gender equality has led to a continued reduction of the gender pay gap in the last three reporting periods. In the 2024-25 reporting period, UNE’s gender pay gap decreased slightly to 11%. In this reporting period, the eligible controlled entities, UNE Life, UNE Partnerships and ABRI, were included in the University’s submission. The gender pay gap of the combined corporate group is 11.2%.
While UNE has made some progress in reducing the gender pay gap, the University recognises that more proactive action is required to accelerate this trend. Notable progress includes a significant reduction in the gender pay gap for Senior Executive roles from 30% in the previous reporting period to 12.0%, a relaunch of the UNE Staff Awards with women receiving 55% of all individual awards and the completion of trauma-informed decision making and response training by Executive Leadership and Council Members delivered by Avyon Consulting.
To continue to reduce the gender pay gap, the University will progress a focused program of work to support equitable outcomes and reduce structural gender pay gaps. This includes advancing delivery of the Belonging@UNE Action Plan through; priority reforms to recruitment policies and processes, commencing participation in the SAGE Athena Swan Bronze Award accreditation, and developing a comprehensive Equity, Diversity and Inclusion Plan, aligned with the National Higher Education Code to Prevent and Respond to Gender-based Violence.
In parallel, the University will explore options through the upcoming Enterprise Agreement negotiations to address UNE’s gender pay gap, informed by the latest WGEA data, and will implement and monitor WGEA gender equity targets to support sustained progress and accountability.
