Workplace Gender Equality
The PMSA is highly committed to a gender-inclusive and equitable workforce. In accordance with the requirements of the Workplace Gender Equality Act 2012 (Act), the PMSA reports to the Workplace Gender Equality Agency (WGEA) on a range of indicators including employee renumeration.
The principle objects of the Workplace Gender Equality Act (2012) are to:
- promote and improve gender equality (including equal remuneration between women and men) in employment and in the workplace
- support employers to remove barriers to the full and equal participation of women in the workforce, in recognition of the disadvantaged position of women in relation to employment matters
- promote, among employers, the elimination of discrimination on the basis of gender in relation to employment matters (including in relation to family and caring responsibilities)
- foster workplace consultation between employers and employees on issues concerning gender equality in employment and in the workplace
- improve the productivity and competitiveness of Australian business through the advancement of gender equality in employment and in the workplace.
The PMSA is very proud of the equal opportunities we provide for both female and male staff in our schools. In many categories, we far exceed many of the minimum standards required.
PMSA staff which includes all staff at PMSA schools may make comments on the report. Please direct comments to the PMSA Group Office by phoning (07) 3371 0709 or emailing info@pmsa-schools.edu.au.
Please refer to the Workplace Gender Equality Agency’s guidelines on this process on its website www.wgea.gov.au.
The PMSA Employer Statement on Gender Pay Equity
At the PMSA, we are committed to fostering an inclusive and equitable workplace. We recognise the importance of addressing gender pay equity and are dedicated to ensuring that our compensation practices reflect this commitment.
Our approach to gender pay equity is guided by the principles outlined by the Workplace Gender Equality Agency (WGEA). We recognise that WGEA reports are but one metric that can be used to review continuous improvement in gender equity. It does not measure other initiatives the school engages in to ensure gender equity and gender composition remain a key focus for the school. While helpful, the reports reflect only a small amount of important work done to ensure an equitable workplace at the PMSA.
We are proud to state that we pay like for like in our roles, meaning that employees performing the same or comparable work receive equal pay, regardless of gender. Our centralised wage agreement for the majority of our roles further supports this by standardising compensation across all levels and departments within our organisation. We are very close to our data and continuously monitor and analyse our pay structures to ensure fairness and transparency.
To enhance our commitment, we conduct pay equity reviews and audits to identify and rectify any unexplained pay differences. This approach helps us understand why pay differences exist and allows us to establish more equitable pay practices. We also strive for greater transparency in our pay decisions, as we believe that openness builds trust and reinforces our dedication to fairness. We are dedicated to maintaining a workplace where all employees feel valued and fairly compensated. We will continue to review and refine our practices to uphold our commitment to gender pay equity and ensure that our workplace remains inclusive and equitable for all.