Gender and pay equity at AFSA

Gender and pay equity at AFSA

At 31 December 2021, AFSA employed 381 ongoing and non-ongoing staff, of which 63 per cent were women and 37 per cent were men. AFSA is committed to achieving gender equity which includes ensuring our staff receive equal pay for equal work, regardless of gender.

AFSA has significantly reduced our gender pay gap over the past five years (refer Table 1). This progress has been achieved through a focus on:

• Increasing female participation in our workforce, particularly in management and leadership roles
• Offering options to our people to work flexibly including access to flex time, flexible hours and days of work, part time work and hybrid working (from home and the office)
• Taking an ‘any role in any AFSA office’ approach through offering opportunity to work in any of our office locations across Australia.

Table 1 – Comparison of APS and AFSA Gender Pay Gap trends (base salary) 2017 to 2021

Figure 2 – AFSA Headcount by classification and gender December 2021

Figure 3: Proportion of males and females at AFSA by classification December 2021

Although we have more females at higher classifications in terms of head count, our Gender Pay Gap exists because the distribution of AFSA’s male population by classification shows that males are employed at higher classifications rather than lower classifications. For example, 32% of all males working at AFSA are employed at the EL or SES classification. By comparison just 19% of all females working at AFSA are employed at the EL or SES classification.

What next?

AFSA will continue efforts to close the pay gap through reviewing initiatives in our Recruitment, Retention, and Inclusion and Diversity Strategies.

AFSA is committed to an annual pay gap publication, ensuring we hold ourselves accountable through full and public transparency.

All data is as reported in the APS Remuneration Report 2021.