Equity, diversity and inclusion reporting
Griffith University is committed to both internal and external reporting requirements related to equity, diversity, and inclusion along with tracking, measuring and eliminating gender pay gaps.
Sustainable Development Goals
Griffith University is aligned to the United Nation's Sustainable Development Goals (SDGs) and is committed to promoting gender equality and reducing inequalities, working towards a world where everyone has equal opportunities, regardless of gender.
Annual compliance reporting
In accordance with the requirements of the Workplace Gender Equality Act 2012 (Act), Griffith University lodged its annual public report with the Workplace Gender Equality Agency (WGEA) on 20 May 2024. To access a copy of the report, please click on the links on the right. From 2024, Griffith’s gender pay gap data is published by WGEA in compliance with the Federal Government’s Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Bill 2023.
Griffith staff may make comments on the report to Marnie King, Senior Lead (Inclusion and Development) or to the Agency.
WGEA reports
WGEA Compliance Letter
Reports to GU Council on Equity, Diversity and Inclusion
Gender Pay Equity
Griffith is committed to ensuring that remuneration is fair and equitable for staff. We have several strategies in place to close the gender pay gap between women and men. Since 2018, we have seen a reduction in the organisation wide pay gap each year. Most of our current pay gap can be explained by the higher proportions of women at lower HEW and academic levels.
In addition to annual WGEA reporting our gender pay gap strategies include:
- Reviewing and remedying gender pay gaps during senior remuneration and salary loading review processes
- Annual whole of organisation pay gap reviews reported to Executive Group and Council
- Where necessary, further analysis to understand and respond to the root cause of larger by-level and like-for-like pay gaps
- Initiatives to support the progression of women into higher levels such as the women in leadership program, workplace flexibility and targeted actions included in the Athena Swan Action Plan.
A recent review of the 2022 academic pay gap revealed:
- Most of the pay gap between academic women and men can be explained by differences in academic level, pay increments and salary loadings. To address this gap, salaries will continue to be monitored during salary loadings and other remuneration discussions.
- Men represent a higher proportion of staff than women at academic level D and E and the highest pay gaps continue to be present at academic level C and E, though at both of these levels the gap has decreased from the previous year.
- There is small cohort of men with longer standing high loadings that skews the overall pay gap. This is a key contributor to the pay gap at level E and will continue to be monitored in future remuneration reviews.
- Some of the by-level pay gap can be explained by women being promoted to a new level more recently that men on average, therefore being on a lower pay increment.
In 2022 the pay gap for Professional staff at most levels remains below 2% and the gap at HEW 7 has been reduced since the previous financial year.
WGEA provides a range of resources to explain the gender pay gap and actions that can be taken by organisations and leaders to close this gap.
