Page 2390 - Week 06 - Thursday, 24 June 2010
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As members of the Assembly are aware, the Commissioner for Public Administration publishes the ACT public service workforce profile each year. The commissioner reports on the ACT public service workforce by various characteristics such as employment type, age profile, remuneration, separation rates and equity and diversity profiles. These demographics are also analysed and reported by groups such as generation, gender, length of service, agency and classification.
The ACT workforce profile looks at gender pay in terms of the difference in average earnings between all females and males calculated for full-time employees and part-time employees. What we know now is that in 2008-09 the average full-time salary for all female public servants was $68,110 compared to the average full-time salary for all male public servants of $72,720. This means that on average women who are working full time are paid on average 94 per cent of the men’s salaries. When I reflect on comments that Mrs Dunne made at the time of the motion when she said that there was no inequity—Mrs Dunne seems to have got that wrong, but I am not surprised because she often does.
In looking at salary information by workforce groups, further detail is identified. For example, the average full-time salary for all Aboriginal and Torres Strait Islander female public servants in 2008-09 was $61,886, compared with $63,170 for their male counterparts. In culturally and linguistically diverse female employees, the average full-time salary was $67,625, and for males working full time the salary was $70,307. For employees with a disability, there seems to be a turnabout: female public servants received an average full-time salary of $68,980, and male public servants received an average full-time salary of $66,718. Male and female remuneration data is also currently reported by generation groups from pre baby boomers to generation Y, by length of service and also by full-time and part-time status.
What is needed now is an analysis and reporting of pay rates for women and men by agencies and by classifications. To commence this level of analysis, the Commissioner for Public Administration has committed to report information about the ACT public service by agencies and by classification groups. In the next three months, the commissioner will conduct an analysis of the 2008-09 ACT public service workforce data by gender and average age levels for each agency. The exception to this report will be the ACT workforce data where individuals in small agencies could be identified.
The commissioner will also complete an analysis of 2008-09 ACT public service workforce data by the classification groups identified in the current workforce profile. The report on this information will be available by September, possibly October, of this year. The commissioner intends to complete the same analysis for agency and classification groups for the 2009-10 ACT public service workforce profile in future years. Such work will provide the government with the opportunity to undertake further analysis and put in place steps to improve gender pay equity where equity is not being achieved.
The Western Australia pay equity audit tool also looks at non-salary remuneration in the form of certain allowances, access to higher duties and the use of differing leave types. This information is currently not provided in the ACT public service workforce
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