Australia’s Gender
Pay Gap Statistics
February 2021
Factsheet Series
Gender pay gap by industry
13.4%
Australia’s full-tme gender pay gap
Women earn on average
$242.20 per week less
than men

Gender pay gap by state and territory

Full-tme average
weekly earnings of
men
Full-tme average
weekly earnings of
women
$1,562.00 $1,804.20
www.wgea.gov.au Workplace Gender Equality Agency 2
The gender pay gap (GPG) is the difference between women’s and men’s average weekly full-time equivalent earnings,
expressed as a percentage of men’s earnings. It is a measure of women’s overall position in the paid workforce and does not
compare like roles.
The gender pay gap is influenced by a number of factors, including:
• discrimination and bias in hiring and pay decisions
• women and men working in different industries and different jobs, with female-dominated industries and jobs attracting
lower wages
• women’s disproportionate share of unpaid caring and domestic work
• lack of workplace flexibility to accommodate caring and other responsibilities, especially in senior roles
• women’s greater time out of the workforce impacting career progression and opportunities.
Gender pay gaps are an internationally established measure of women’s position in economy. Directly comparing
international gender pay gaps is problematic due to differences in sources, defnitions and methods used to calculate the
gender pay gap in different countries.
However, it is clear that gender pay gaps in favour of men are a common feature of economies worldwide.
About the gender pay gap
The data used by WGEA for calculating the national gender pay gap is the Australian Bureau of Statistics (ABS) Full-Time Adult
Average Weekly Ordinary Time Earnings Trend series from the Australian Weekly Earnings (AWE) survey.i The survey estimates
the full-time adult average weekly ordinary time earnings (trend) before tax, excluding factors such as overtime, pay that is
salary sacrifced and junior and part-time employees.
Data is also sourced from the ABS Employee Earnings and Hours employer surveyii (age group and method of setting pay)
and from the Agency’s own gender pay gap data (occupation and overall).iii Gender pay gap calculations derived from each of
these data sources vary due to differences in timing and scope, and reflect different gender equality issues.
ABS and WGEA data both show a gender pay gap favouring full-time working men over full-time working women in every
industry and occupational category in Australia.
i ABS (2021), Average Weekly Earnings, November 2020, viewed 25 February 2021,
https://www.abs.gov.au/statistics/labour/earnings-and-work-hours/average-weekly-earnings-australia/latest-release#data-download
ii ABS (2020), Employee Earnings and Hours, Australia, August 2020, viewed 26 February 2020,
https://www.abs.gov.au/statistics/labour/earnings-and-work-hours/employee-earnings/aug-2020
iii WGEA (2020), WGEA Data Explorer: http://data.wgea.gov.au/
Calculating the gender pay gap
Australian gender pay gaps are calculated by the Workplace Gender Equality Agency (WGEA, the Agency). The GPG is derived
as the difference between women’s and men’s average weekly full-time equivalent earnings, expressed as a percentage of
men’s earnings.
GPG = 100% *
Male Average Earnings – Female Average Earnings
Male Average Earnings
Traditionally, the data used by WGEA for calculating the national gender pay gap is the Australian Bureau of Statistics (ABS) FullTime Adult Average Weekly Ordinary Time Earnings Trend series from the Australian Weekly Earnings survey.i
However, given the impact of COVID-19 on the labour market and that it is currently not known whether this impact will be short,
medium or long-term, the ABS have suspended the use of trend data.ii
Instead, seasonally adjusted data has been used to calculate average weekly earnings during the COVID-19 period. Given the extent
of change in the labour market and the impact of COVID-19 is ongoing, it will be important to continue monitoring the data to
further understand the impact of COVID-19 on Australia’s workforce.
i ABS (2021), Average Weekly Earnings, November 2020, viewed 25 February 2021,
https://www.abs.gov.au/statistics/labour/earnings-and-work-hours/average-weekly-earnings-australia/latest-release#data-download
ii ABS (2020) Methods changes during the COVID-19 period, June 2020, cat. no. 1359.0, viewed August 2020,
https://www.abs.gov.au/articles/methods-changes-during-covid-19-period
Changes to the data in 2021
www.wgea.gov.au Workplace Gender Equality Agency 3
The national gender pay gap
The natonal gender pay gap is calculated by WGEA using data from the ABS.
Currently, Australia’s natonal gender pay gap is 13.4%.
At November 2020, women’s average weekly ordinary full-tme earnings across all industries and occupatons was
$1,562.00 compared to men’s average weekly ordinary full-tme earnings of $1,804.20.
www.wgea.gov.au Workplace Gender Equality Agency 4
The national gender pay gap over time
Australia’s national gender pay gap has hovered between 13.4% and 19% for the past two decades.i There has been a decrease
of 0.58 percentage points in the gender pay gap since November 2019 (14.0%).ii
Between 1999 and 2020 the gender pay gap was:
• lowest in November 2020, at 13.4%
• highest in November 2014, at 18.5%.
Figure 1: The Australian gender pay gap, Nov 1999 – Nov 2020.iii
i Unless otherwise stated, all measures of the gender pay gap are expressed as a percentage (%) based on average weekly
ordinary time earnings for full-time employees (trend data), with changes over time provided as the percentage point (pp)
difference.
ii The difference between the November 2018 and November 2019 Gender Pay Gap fgures of 0.27 p.p. is rounded to 0.3 p.p.
iii The release frequency changed from quarterly to bi-annual between May ad November 2012. May 2012 represents the start of the new
bi-annual series.
Data: ABS (2021), Average Weekly Earnings, November 2020, cat. no. 6302.0, viewed 25 February 2021,
https://www.abs.gov.au/statistics/labour/earnings-and-work-hours/average-weekly-earnings-australia/latest-release#data-download
Note: Between November 2000 and November 2019 the national gender pay gap calculations were based on trend data. Due to Covid-19, seasonal
data has been used in Figure 1 for all fgures after November 2019.
10
12
14
16
18
20
Percentage (%)
Nov-2004
14.9%
Nov-2014
18.5%
13.4%
Covid 19
www.wgea.gov.au Workplace Gender Equality Agency 5
WGEA data
WGEA collects pay data annually from non-public sector organisations with 100 or more employees, covering more than 4
million employees in Australia. This data includes superannuation, bonuses and other additional payments.
The full-time total remuneration gender pay gap based on WGEA data is 20.1%, meaning men working full-time earn nearly
$25,534 a year more than women working full-time.
Source: WGEA (2020), Australia’s gender equality scorecard, https://www.wgea.gov.au/sites/default/fles/documents/2019-20%20Gender%20
Equality%20Scorecard_FINAL.pdf
Note: Based on total remuneration of full-time employees, which includes full-time base salary plus any additional benefts payable directly or
indirectly, whether in cash or in a form other than cash. Includes: bonus payments (including performance pay), superannuation, discretionary pay,
overtime, other allowances and other benefts (for example share allocations).
The gender pay gap
by state and territory
The full-time average weekly base salary gender pay gap differs across Australian states and territories. The differences in the
gender pay gap can be partly explained by industry profles of each state and territory. For example, the full-time workforce
in Western Australia is concentrated in Mining and Construction sectors, industries with relatively high earnings and low
representation of women. In contrast, the majority of the full-time workforce in the Australian Capital Territory is employed
in the Public Administration and Safety sector, which traditionally has a lower gender pay gap and balanced gender
representation. As of November 2020:
• Western Australia has the widest gender pay gap at 22.9%.
• The Australian Capital Territory has the smallest gender pay gap at 6.3%.
Between November 2019 and 2020 the gender pay gap has decreased in the Australian Capital Territory by 2.5 pp, followed
by Queensland with a decrease of 2.4 pp. Victoria and the Northern Territory recorded higher gender pay gaps, with increases
of 1.5 and 0.8 pp respectively.
Figure 2: Full-time base salary and total remuneration, 2015-16 – 2019-20
Total remunera�on GPG
Base salary GPG
30
25
20
15
20 .1%
15 .0 %
17 .7 %
22 .4 %
21 .3 %
20 .8 %
17 .3 %
16 .2 %
15 .5 %
23 .1%
%
2015-16 2016-17 2017-18 2018-19 2019-20
www.wgea.gov.au Workplace Gender Equality Agency 6
Table 1: Full-Time Adult Weekly Ordinary Time Earnings gender pay gap by state and territory, November 2019 –
November 2020

Data source: ABS (2021), Average Weekly Earnings, November 2020, cat. no. 6302.0, viewed 25 February 2021, https://www.abs.gov.au/statistics/labour/
earnings-and-work-hours/average-weekly-earnings-australia/latest-release#data-download
Note: Based on Full-Time Adult Average Weekly Ordinary Time Earnings with November as the reference period. States and territories are ranked from
highest gender pay gap to lowest gender pay gap in November 2020.
The gender pay gap by industry
The differences between women’s and men’s average weekly full-time earnings across all industries, including the private
and public sectors, shows that across Australia the gender pay gap is:
• highest in Professional, Scientifc and Technical Services at 24.4%, followed by Financial and Insurance Services at 23.6%
and Health Care and Social Assistance at 21.2%. This is a change from previous years.
• lowest in Public Administration and Safety with 6.3% and Retail at 8.7%.
Between November 2019 and 2020:
• the largest gender pay gap increase was in Accommodation and Food Services (+3.2 pp)
• the most substantial gender pay gap reductions were in Arts and Recreation Services (-5.1 pp), Wholesale Trade (-3.1 pp)
and Transport, Postal and Warehousing (-2.1 pp).
www.wgea.gov.au Workplace Gender Equality Agency 7

Table 2: Full-time Adult Average Weekly Ordinary Time Earnings gender pay gap by industry, Nov 2019- Nov 2020i
i A minus sign indicates that the gender pay gap has decreased from the previous period.
ABS (2021), Average Weekly Earnings, November 2020, viewed 25 February 2021,
https://www.abs.gov.au/statistics/labour/earnings-and-work-hours/average-weekly-earnings-australia/latest-release#data-download
Note: Based on Full-Time Adult Average Weekly Ordinary Time Earnings with November as the reference period. Industries are ranked from highest
gender pay gap to lowest gender pay gap in November 2020.
www.wgea.gov.au Workplace Gender Equality Agency 8
Gender pay gaps in the private
sector
In November 2020, the gender pay gap was 16.7% in the private sector and 10.6% in the public sector. Figure 3 shows that
since 1999 the gender pay gap in the public sector has been considerably lower than in the private sector.
During that time, the gender pay gap has hovered between 16.7% and 22.1% in the private sector and between 10.5% and
13.5% in the public sector.
Method of setting pay and the gender pay gap
The method of setting pay describes how salaries are established, usually by award, collective or individual agreement. Table
3 shows that the gender pay gap was higher when pay was set by individual arrangement, compared to when pay was set by
award or collective agreement.
The data shows that, on average, men have higher weekly total cash earnings than women regardless of the method by which
pay is set.
Table 3: Average weekly total cash earnings (full-time) by gender and gender pay gap by method of setting pay
(2020)
Data source: ABS (2020), Employee Earnings and Hours, Australia, August 2020, viewed 26 February 2020, https://www.abs.gov.au/statistics/labour/
earnings-and-work-hours/employee-earnings/aug-2020
Data Source: ABS (2021), Average Weekly Earnings, November 2020, viewed 25 February 2021, https://www.abs.gov.au/statistics/labour/earningsand-work-hours/average-weekly-earnings-australia/latest-release#data-download
Note: Based on full-time adult average weekly ordinary time earnings. Between Novemeber 2000 and November 2019 the national gender pay
gap calculations were based on trend data. Due to Covid 19, seasonal data has been used in Figure 3 for all fgures after November 2019.
Figure 3: Gender pay gaps over time in the private and public sectors, Nov 1999 – Nov 2020

16.7
10.6
5 0
10
15
20
25
Percentage (%)
Private Public
www.wgea.gov.au Workplace Gender Equality Agency 9
The gender pay gap by age group
The average gender pay gap between women and men working full-time increases with age up to the mid-30s before
decreasing slightly to 15.6% in favour of men. The average gender pay gap then increases again to 17.7% for the 55 years and
over age group.
The average gender pay gap is smallest for employees aged 20 years and under and sharply increases for those aged between
21 and 34 years. The gender pay gap is at its widest for the 35 to 44 years age group and for those over 55 years.
The average gender pay gap increases to its highest point at 17.7% for the over 55 years and over age group. Women in this
age group are more likely than men to have spent time out of the workforce to care for children. As a result of the extra time
women spend in unpaid care work, they have fewer promotion opportunities and are less likely than men to hold highly
compensated jobs.
Data source: ABS (2020), Employee Earnings and Hours, Australia, August 2020, viewed 26 February 2020, https://www.abs.gov.au/statistics/labour/
earnings-and-work-hours/employee-earnings/aug-2020
Note: Based on full-time average weekly total cash earnings and inclusive of ordinary and overtime earnings.
Figure 4: Average weekly full-time earnings and gender pay gap by age, August 2020
1.9%
Women
20 years and under
0.00
21 to 34 years 35 to 44 years 45 to 54 years 55 years and over
1,000.00
2,000.00
1,500.00
2,500.00
Average weekly full-time earnings
Men GPG
14.2%
17.3% 17.7%
15.6%
500.00
0.0
8.0
14.0
12.0
20.00
4.0
2.0
6.0
10.0
16.0
18.0
Gender pay gap
www.wgea.gov.au Workplace Gender Equality Agency 10
The gender pay gap by occupation
Occupational full-time gender pay gaps are calculated across the WGEA dataset by management and non-management
occupational categories. The calculations are based on the annualised base salary and total remuneration of employees in
non-public sector organisations.
Overall, WGEA data shows that in 2019-20 the gender pay gap was higher among managers compared to non-managers.
The smaller gender pay gap is largely due to less discretionary pay and greater reliance on awards and collective agreements
among non-managers. In 2019-20:
• the gender pay gap for managers was 23.2% with an average total remuneration dollar difference of $46,578
• the gender pay gap for non-managers was 19.2% with an average total remuneration dollar difference of 20,458.
The gender pay gap by manager category
WGEA data across manager categories shows that gender pay gaps increase at higher levels of management. The gender pay
gap in total remuneration in part reflects the role of non-salary benefts in management, including bonuses. In 2019-20:
• the highest average full-time total remuneration gender pay gap was for key management personnel at 23.4%. This
means that, on average, women earn $89,141 less than men.
Figure 5: Gender pay gaps by manager category and non-manager category (full-time employees, base salary and
total remuneration), 2019-20
Source: WGEA (2020), Australia’s gender equality scorecard, https://www.wgea.gov.au/sites/default/fles/documents/2019-20%20Gender%20
Equality%20Scorecard_FINAL.pdf
Note: Based on total remuneration of full-time employees, which includes full-time base salary plus any additional benefts payable directly or
indirectly, whether in cash or in a form other than cash. Includes bonus payments (for example, performance pay), superannuation, discretionary
pay, overtime, other allowances and other benefts (for example, share allocations).
The gender pay gap by occupational category
• WGEA data for non-manager occupations shows a gender pay gap in favour of men across all occupational categories.
The gender pay gap in total remuneration partly reflects the role of non-salary benefts, including bonuses across specifc
occupations. For example, Technicians, which includes engineers, are likely to receive bonuses upon completion of
projects. In 2019-20:
• the highest gender pay gap by occupation was for Technicians and trade, at 25.4% full-time total remuneration
• the lowest gender pay gap by occupation was for Clerical and administrative, at 7.7% full-time remuneration.
Total remunera�on GPG%
Managers Non-managers
-1.0
-1.8
-1.5
-1.6
-0 .1
-0 .6
-2 .0
-0 .5
-2 .7
-2 .3
+0.9
$ value
of GP G
$89,14 1
$67, 768
$38, 743
$29, 973
$24, 970
$28, 363
$7,467
$6,327
$22,090
$12, 410
$15, 099

0 5 10 15 20 25 30
Difference from
2018-19 (pp)
www.wgea.gov.au Workplace Gender Equality Agency 11
WGEA Resources
WGEA Data Explorer: displays gender pay gap data (based on a census of non-public sector organisations with 100 or
more employees that are required to report to the Agency and representing over 40% of Australian employees)
Australia’s gender equality scorecard: released in November 2019
Gender Equity Insights Reports: Inside Australia’s Gender Pay Gap: released March 2017 for a more detailed analysis of
the Agency’s gender pay gap data (such as by governing boards’ gender composition and by whether organisations are
more female-dominated, male-dominated or mixed).
Since April 2020, the Workplace Gender Equality Agency (WGEA) has been monitoring the impact of COVID-19 on the Australian
workforce. To date, both women and men have been affected by job losses and underemployment. Emerging data has also
shown that the global health pandemic is impacting women and men differently:
• Both women and men have experienced fluctuations in payroll jobs and total wages paid to them since the onset of the
pandemic.i
• Women experienced a greater reduction in hours worked at the beginning of the pandemic, but also experienced a greater
increase in hours worked between May and August 2020.ii
• While many Australians balanced caring for children and working from home, more women than men reported spending
more time caring for children and adults and doing household chores.iii
• Women have reported the onset or escalation of domestic violence by a current or former cohabiting partner.iv
• A predominantly female healthcare workforcev has placed women on the frontlines of the crisis.
Emerging research highlights the importance of continued action on gender equality. Existing issues relevant to women’s labour
force participation and pay are also likely to be exacerbated by Covid-19.
The last survey of Average Weekly Earnings (AWE) was conducted just as most states and territories were re-opening their borders
and easing Covid-19 restrictions:
• All industries have experienced some level of economic recovery, with lower-paid jobs and industries still being
disproportionately impacted by the global pandemic.
• The loss of lower-paid jobs in the economy has continued to produce a higher average weekly earnings fgure at a totaleconomy level, despite very modest national wage growth.vi
i ABS (2020), Weekly Payroll Jobs and Wages in Australia, Experimental weekly estimates on the impact of coronavirus (COVID-19) on payroll jobs and
wages, sourced from Single Touch Payroll data, reference period week ending 28 November 2020, viewed 23 February 2021, available:
https://www.abs.gov.au/statistics/labour/earnings-and-work-hours/weekly-payroll-jobs-and-wages-australia/week-ending-28-november-2020
ii ABS (2020), Insights into hours worked, November 2020, viewed 23 February 2020, available:
https://www.abs.gov.au/articles/insights-hours-worked-november-2020
iii ABS (2020), Household Impacts of COVID-19 Survey, 10-15 June 2020, viewed 30 June 2020, available:
https://www.abs.gov.au/statistics/people/people-and-communities/household-impacts-covid-19-survey/latest-release
ABS (2020), Household Impact of COVID-19 Survey, reference period December 2020, viewed 23 February 2021, available:
https://www.abs.gov.au/statistics/people/people-and-communities/household-impacts-covid-19-survey/latest-release
iv Boxall, H, Morgan, A & Brown, R (2020), The prevalence of domestic violence among women during the COVID-19 pandemic, Statistical bulletin 28,
Australian Institute of Criminology, viewed 29 July 2020, available:
https://www.aic.gov.au/sites/default/fles/2020-07/sb28_prevalence_of_domestic_violence_among_women_during_covid-19_pandemic.pdf
v Calculated using ABS (2020), 6291.0.55.003 – Labour Force, Australia, Detailed, Quarterly, Feb 2020, EQ08 – Employed persons by Occupation unit group
of main job (ANZSCO), Sex, State and Territory, August 1986 onwards (Pivot Table), viewed 21 April 2020, available:
https://www.abs.gov.au/statistics/labour/employment-and-unemployment/labour-force-australia-detailed-quarterly/latest-release
vi ABS (2021), Survey Impacts, Average Weekly Earnings Australia, reference period ending November 2020, viewed February 26 2021, available:
https://www.abs.gov.au/statistics/labour/earnings-and-work-hours/average-weekly-earnings-australia/latest-release#survey-impacts
The gendered impact of Covid 19
Advice and assistance
For further advice and assistance,
please contact:
Workplace Gender Equality Agency
Level 7, 309 Kent Street
Sydney NSW 2000
T: 02 9432 7000 or 1800 730 233
E: [email protected]
www.wgea.gov.au
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