Workforce diversity - women

This section details representation and distribution data for women in public employment, women in management and the employment status of women compared with men.

‘Women in management’ refers to the representation of women in the top three management tiers, which including the senior executive service (SES). The management tiers link to decision-making responsibility and not salary. Refer to Appendix 8 - glossary and definitions for further information.

Employment status describes the rates of part-time and full-time work for women and men, as well as the proportion of permanent and fixed-term staff by gender.

Representation

As at 30 June 2012, women represented 68.3 per cent of employees in public sector agencies and authorities, remaining relatively unchanged from 2011, when women represented 67.9 per cent of the workforce.

The representation of women in local government authorities (indoor and outdoor workers combined) declined from 52.6 per cent in 2010 to 51.8 per cent in 2012.

In public universities, the percentage of female academic staff remained relatively unchanged from 49.2 per cent in 2011 to 49.5 per cent in 2012. The representation of female general staff increased slightly to 66.9 per cent in 2012, from 65.9 per cent in 2011.

Representation of women in public authorities: 2008-2012

Representation of women in public authorities: 2008-2012 Note: In 2012 the reporting dates for local government authorities data changed from December to March in order to better match data reporting timeframes for public sector agencies and authorities and public universities. The change in reporting timeframes has resulted in an absence of local government data for the 2011 reporting year.

Distribution

The equity index for women in public sector agencies and authorities has increased marginally each year for the past five years, up from 61 in 2008, to 64 in 2012.

The equity index for female local government indoor workers decreased from 83 in 2010, to 79 in 2012. The equity index for female local government outdoor workers staff decreased from 92 in 2010, to 86 in 2012.

In public universities, the equity index for female academics increased slightly from 70 in 2011, to 71 in 2012. The equity index for female general staff remains unchanged at 82 in 2012.

Equity index for women in public authorities: 2008-2012

Equity index for women in public authorities: 2008-2012 Note: In 2012 the reporting dates for local government authorities data changed from December to March in order to better match data reporting timeframes for public sector agencies and authorities and public universities. The change in reporting timeframes has resulted in an absence of local government data for the 2011 reporting year.

Employment type - public sector agencies and authorities

Employment statistics show that as at 30 June 2012, women represented 63.3 per cent of all full-time equivalent (FTE) positions in public sector agencies and authorities.

Employment statistics also show that women (63.3 per cent) are less likely to be in permanent compared with men (74.6 per cent). Women are also more likely to work part-time, with 49.1 per cent of permanent and fixed-term women employed in public sector agencies and authorities working part-time in 2012, compared to 13.2 per cent of men.

Public sector agencies and authorities: part-time and permanent women compared with men from 2008-2012

Public sector agencies and authorities: part-time and permanent women compared with men from 2008-2012

Women in management - public sector agencies and authorities

As at 30 June 2012, women held 27.5 per cent of SES positions in public sector agencies and authorities. Women represented 27.4 per cent of tier 1 management (CEOs), which has increased from 26 per cent in 2011. This equates to an increase from 32 positions in 2011 to 34 positions in 2012.

The number and representation of women in tier 2 management positions in public sector agencies and authorities decreased slightly from 215 (31.4 per cent) in 2011 to 203 (30.9 per cent) in 2012. For tier 3 management positions, the number of women increased from 633 (36.4 per cent) in 2011 to 678 (36.5 per cent) in 2012. The representation of women in management tiers 2 and 3 combined, remains unchanged at 35 per cent in 2012.

Public sector agencies and authorities: women in management tiers and senior executive service

Public sector agencies and authorities: women in management tiers and senior executive service

Distribution across salary ranges - public sector agencies and authorities

As at 30 June 2012, 6.1 per cent of all women in public sector agencies and authorities were in salary ranges 7 to 10 (refer to Appendix 8 - glossary and definitions) compared with 10.8 per cent for all employees. The number of women in salary ranges 4 to 6 was 41.6 per cent compared with 42.7 per cent for all employees. The percentage of women in salary ranges 1 to 3 (52.4 per cent) is 6.0 per cent higher than for all employees (46.4 per cent).

Distribution of women across salary ranges in public sector agencies and authorities in 2012

Distribution of women across salary ranges in public sector agencies and authorities in 2012

Employment type - local government authorities

Employment statistics show that as at 30 June 2012, female local government indoor workers represented 60.4 per cent of all FTEs in local government authorities, while female local government outdoor workers represented 12.7 per cent of all FTEs.

Women are less likely to be permanent than men in local government. For local government indoor workers as at 30 June 2012, permanency rates for women were 56.7 per cent compared with 61.6 per cent for men. Similarly for outdoor workers, permanency rates for women were 53.9 per cent compared with 82.1 per cent for men.

Women are also more likely to work part-time, with 40.7 per cent of permanent and fixed-term female local government indoor workers being part-time in 2012, compared with 11.6 per cent of male indoor workers. Similarly, 36 per cent of permanent and fixed-term female outdoor workers were part-time in 2012, compared with 3.4 per cent of male indoor workers.

Local government authorities: part-time and permanent female indoor workers compared with male indoor workers from 2007-2012

Local government authorities: part-time and permanent female indoor workers compared with male indoor workers from 2007-2012

Local government authorities: part-time and permanent female outdoor workers compared with male outdoor workers from 2007-2012

Local government authorities: part-time and permanent female outdoor workers compared with male outdoor workers from 2007-2012 Note: In 2012 the reporting dates for local government authorities data changed from December to March in order to better match data reporting timeframes for public sector agencies and authorities and public universities. The change in reporting timeframes has resulted in an absence of local government data for the 2011 reporting year.

Women in management - local government authorities

Women represented only 7.9 per cent of tier 1 management (CEOs) in local government authorities in 2012. The representation of women indoor workers in tier 2 management positions (corporate executive level) increased from 28.3 per cent in 2010 to 34.2 per cent in 2012. However, the representation of women indoor workers in tier 3 management positions decreased from 39.1 per cent in 2010 to 38 per cent in 2012.

Local government authorities: women in management tiers

Local government authorities: women in management tiers Note: In 2012 the reporting dates for local government authorities data changed from December to March in order to better match data reporting timeframes for public sector agencies and authorities and public universities. The change in reporting timeframes has resulted in an absence of local government data for the 2011 reporting year.

Employment type - public universities

As a 30 June 2012, female academics represented 46.1 per cent of all academic full-time FTEs, while female general staff represented 64.4 per cent of all FTEs.

Women were less likely to be permanent academics (27.1 per cent) than men (35 per cent). For general staff, permanency rates for women (50.8 per cent) were closer to those for men (53.7 per cent).

Women were also more likely to work part-time, with 33.4 per cent of permanent and fixed-term female academics being part-time in 2012, compared with 15.7 per cent of male academics. Similarly, 36.5 per cent of permanent and fixed-term female general staff were part-time in 2012, compared with 12.5 per cent of male general staff.

Public universities: part-time and permanent female academic staff compared with male academic staff from 2008-2012

Public universities: part-time and permanent female academic staff compared with male academic staff from 2008-2012

Public universities: part-time and permanent female general staff with male general staff from 2008-2012

Public universities: part-time and permanent female general staff with male general staff from 2008-2012

Women in management - public universities

The overall representation of women in management tiers in the four Western Australian public universities (academics and general staff combined) has increased in 2012. There is one woman (25 per cent) occupying a tier 1 management position. Tier 2 management representation decreased slightly from 40 per cent in 2011 to 39.1 per cent in 2012. Tier 3 representation decreased from 41.4 per cent to 36.4 per cent in 2012.

Public universities: women in management tiers

Public universities: women in management tiers


Page last updated 11 September 2014