Addressing the Gender Pay Gap

Equal Pay Day 2026

The gender pay gap in favour of men continues to exist in most industries and occupations in Australia.

17 August is this year's national Equal Pay Day in 2026. The day marks the end of the extra time women in Australia need to work, on average, to earn what men earned in the previous financial year.

In 2025 it was 19 August. In 2024 it was 19 August.

Equal Pay Day is a national opportunity to recognise progress on closing the gender pay gap and focus on the work still to be done.

Gender pay equity principles: Our commitment to closing the gender pay gap

At Monash, we are committed to closing the organisation-wide gender pay gap through evidence-based targeted actions and initiatives, as outlined in the Gender Equality Action Plan 2026-2030. To achieve this, we adopt a multi-faceted approach that focuses on improving gender representation at all levels, particularly in leadership, implementing inclusive recruitment and talent practices, actively promoting workplace flexibility, offering parental and caregiving leave and support, and addressing the effects of unconscious bias. We conduct regular organisation-wide gender pay gap analyses and report results to our governing body.

As of 2025, the average total remuneration gender pay gap stands at 9.5%, a reduction of 0.4 percentage points from the previous year. Median figures are considerably lower: 3.95% for total remuneration and 3.86% for base salary, indicating that disparities at the higher end of the pay scale are driving the average gap. Monash’s gender pay gap remains well below the national average of 21.1%, yet more work is needed to ensure sustained progress.

Accelerating progress: closing the gap by 2030

At Monash, we have set an aspirational target to close the gender pay gap by 2030, announced by Vice-Chancellor and President, Professor Sharon Pickering, on Equal Pay Day in 2024.

We measure both average and median gender pay gaps across base salaries and total remuneration, and progress is supported by the establishment of gender pay gap KPIs. These targets guide proactive initiatives, including equitable recruitment and promotion practices, transparent performance and reward frameworks and access to leadership development or career-building opportunities.

Monash University undertakes a comprehensive gender pay gap analysis every six months, providing senior leaders with workforce data and insights disaggregated by business unit. This analysis is supported by resources to help leaders understand the key drivers of the gender pay disparities, including structural, occupational and intersectional factors. Findings from workforce data and employee consultations have directly informed the design and priorities of the Gender Equality Action Plan, embedding pay equity principles across actions addressing career progression and remuneration.

While many Monash staff salaries are structured within industrially regulated or locally governed remuneration frameworks, we recognise that targeted strategies to remove barriers to career advancement and facilitate equitable career progression remain critical to addressing gender disparities in senior positions, particularly among senior academics. These pay equity principles are reflected in GEAP actions that support equitable access to leadership and promotion opportunities, contributing directly to reducing the organisation-wide gender pay gap and ensuring that long-term career outcomes and remuneration are aligned with experience, capability and potential across all genders.

Guide for Understanding and Addressing the Gender Pay Gap (Monash Staff only)

About the gender pay gap

The gender pay gap is an internationally established measure of women’s position in the economy in comparison to men. It is not a comparison of pay for people performing the same roles; rather it reflects the difference between the average or median pay of women and men across organisations, industries and the workforce as a whole.
A gender pay gap can exist even where employees receive equal pay for equal or comparable work. It reflects broader workforce patterns, including representation at different organisational levels, career progression, workforce participation and occupational segregation.
The gender pay gap is calculated as the difference between the annualised average or median pay for men and women, expressed as a percentage of men’s pay.
Nationally, the gap between women and men's average earnings is the result of social and economic factors that combine to reduce women’s earning capacity over their lifetime. These factors include:
- Conscious and unconscious discrimination and bias in recruitment, promotion and remuneration decisions
- Limited workplace flexibility to accommodate caring and other responsibilities, especially in senior roles
- Women’s greater time out of the workforce for caring responsibilities impacting career progression and opportunities
- Women’s disproportionate share of unpaid caring and domestic work
- Occupational and industry segregation, where women and men are concentrated in different roles and disciplines.
Research conducted by the Workplace Gender Equality Agency (WGEA), Diversity Council Australia (DCA) and KPMG identified three top drivers of the gender pay gap:
- Care, family and workforce participation (years not working due to interruptions)
- Occupational and workplace gender segregation
- Other gender-related factors, including discrimination, bias and structural barriers that influence recruitment, remuneration and career progression.
Leaders and teams can help reduce the gender pay gap by:
- Reviewing workforce data and conducting a gender equity snapshot of your local area
- Set measurable targets and monitor progress
- Tackle unconscious bias
- Seek diversity on decision-making panels
- Support and actively promote flexible work
- Promote equitable access to career advancement opportunities
- Address emerging inequities.

Additional resources

Workplace Gender Equality Agency (WGEA) - 'What is the gender pay gap?'
Workplace Gender Equality Agency (WGEA) - Employer Gender Pay Gaps Report (March 2026)

Workplace Gender Equality Agency (WGEA) - Equal Pay Day 2026

Gender Equity