Table 1: Staff (Excluding Casual Staff) By Employment Type ...€¦ · Web viewEqual Opportunity for Women in the Workplace. Annual Compliance Report 2007 (1 April 2006 to 31 March

Table 1: Staff (Excluding Casual Staff) By Employment Type And Function According To Gender As At 31 March 2002 To 2006

2007200720072006200520042003

All StaffFemale

Staff

% Female% Female% Female% Female% Female

NumberNumber

Academic

Teaching and

Research

89829933.3%33.8%32.3%30.6%29.7%

Teaching Only 421740.5%

Research Only 43118743.4%40.7%45.0%45.7%48.4%

Other 692739.1%100.0%

Academic Total 144053036.8%36.0%36.2%35.1%35.0%

General

Research Only 24518073.5%73.3%68.9%67.7%66.7%

Other 1800117565.3%64.7%63.9%62.5%62.4%

General Total 2045135566.3%65.8%64.5%63.3%63.0%

Total 3485188554.1%53.5%52.8%51.5%51.6%

Table 1: Staff (Excluding Casual Staff) By Employment Type and Function According to

Gender, 31 March 2003 to 2007

Employment Type

and Function

Equal Opportunity for Women in the Workplace

Annual Compliance Report 2007

(1 April 2006 to 31 March 2007)

The University of Western Australia

Equity and Diversity

September 2007

Table of Contents

Executive Summary 2

Table 1: Staff (Excluding Casual Staff) by Employment Type and Function According

to Gender as at 31 March 2003-2007 4

Table 2: Academic Staff by Function and Classification According to Gender 2003-2007 5

Table 3: General Staff by Function and Classification According to Gender 2003-2007 6

Table 4: New Appointments and Separations for Academic Staff by Function and

Classification According to Gender 2007 7

Table 5: New Appointments and Separations for General Staff by Function and

Classification According to Gender 2007 9

Table 6: Staff by Function, Employment Type and Status According to Gender 2007 10

Table 7a: General Staff by Appointment Term According to Gender 2007 11

Table 7b: Academic Staff by Appointment Term According to Gender 2007 12

Table 8: Academic Staff by Function and Age According to Gender as at 31 March

2003-2007 14

Table 9: General Staff by Function and Age According to Gender as at 31 March

2003-2007 15

Table 10: Discretionary Allowance by Classification/Gender 2006 16

Table 11: Academic Staff Promotion 2006 17

Table 12: Reclassification Data by Level and Gender 2006 18

Table 13: Deans/Heads of School/School Managers by Gender/Faculty/School 19

Table 14a: General Staff Accessing OSDS training 2006 20

Table 14b: Academic Staff Accessing OSDS Training 2006 21

Table 14c: UWA Staff Development Grants for General Staff by Gender and Level 2006 21

Table 15: Developmental Opportunities (HDA/Secondment) 22

Table 16: Salary Progression 23

Table 17: Casual Employees in 2006/2007 24

Table 18: UWA 2006 Management Structure Tiers 1-4 25

Executive Summary

Key achievements

· The overall representation of women employed at the University of Western Australia has, from a longitudinal perspective, increased significantly and this increase is also reflected in some of the discrete employment categories; e.g. the percentage of all academic women staff has increased significantly from 24.4% in 2000 to 39.1% in the current reporting period.

· The Equity Index for both academic and general staff women has increased by approximately 10 points in the last five years (an Equity Index score of 100 would indicate that women were equitably distributed across classification levels).

· Women have exceeded men (50.8%) for the first time in the Associate Lecturer category since 2001 (51.1%).

· The percentage of women general staff significantly exceeds men at Level 8 and 9 (54.9% and 61.2% respectively) for the third consecutive year.

· There has been, for the first time, a significant increase in the percentage of women (60%) appointed in the Professoriate.

· The rate of women’s separation in some senior categories of general staff (53.8% and 33.3% at Level 8 and 9 respectively) was lower than the extent of their representation (58.1% and 57.4%) at that level.

· The proportion of women academics progressing to more senior levels has actually increased; i.e. 17 women were promoted in 2006 of a total pool of 40 promotions compared with a mere 14 out of a total pool of 57 promotion in 2002.

· The academic promotion data represents a significant positive gender equity outcome in the important category of Senior Lecturer to Associate Professor (up from 10.6% in 2002 to 50% in the current reporting period). There has been a similar positive trend observed in the category of Associate Lecturer to Lecturer (60%, up from 20% in 2006).

· Women continue to be increasingly well represented (60%) among School Managers.

Areas of concern/gaps

· Women continue to remain compressed into the lower levels of all occupational categories. Only 15.8% of academic teaching staff at Professorial level are women and only 35% of positions at Level 10 or above are held by women, despite a preponderance (66%) of women in the general staffing stream. The latter statistic is of significant concern as it reveals a downward trend in the last two reporting periods.

· The Equity Index for both academic (63) and general staff women (83) has remained relatively constant over the past three years.

· It is also of concern to note that there has not been any significant increase in the overall percentage of academic women being appointed: i.e. static performance at 40% across the last two reporting periods.

· There has been a decrease in women’s representation in the Lecturer category for the second consecutive year (down from 55% in 2005 to 52% in 2006 and 48% in the current period). Given that this is a critical feeder category for employment at higher levels and the representation of women has been trending downwards, it is important that this pattern continues to be monitored.

· The appointments data reveals a significant decrease in the level of Senior Lecturer (a mere 36.4%, down from 56% in the previous reporting period) and a corresponding increase in the percentage of separations in the Lecturer category (73.5%, up from 56.3% in the previous reporting period).

· The representation of women in the promotional data category of ‘Lecturer to Senior Lecturer’ is trending downwards and there was a significant decrease in this reporting period (58%, down from 72% in the previous reporting period).

· The receipt of discretionary allowances in overall remuneration reveal a gender equity picture biased in favour of men. Women continued to be significantly under-represented in the receipt of Market Allowance, Fixed No Super (11.1%), Distinction Allowance, Fixed No Super (10%) and Additional Responsibility Allowance, Fixed No Super (24.5%).

· The consistent trend of poor (and decreasing) representation (8%) in the ‘Heads of School’ category continues. This represents a significant concern as it is a possible feeder category for more senior levels of academic leadership, including positions such as Dean, and Pro Vice-Chancellor.

· An overview of the Management Tier profile at UWA (Table 18) indicates the most significant lack of female representation occurs at Tier 4; i.e. the level of the Directors, etc. who report to members of the Executive. This trend is particularly marked in the portfolios of the Executive Director, Finance and Resources (no women) and Executive Director, Academic Services (one woman).

Table 1. Female Staff as % of Total Staff by Function, 2007

It is significant to note that the trend observed over the past few years has continued whereby the percentage of women (54.1%) employed at UWA has continued to exceed men.

There continues, consistent with the trend observed across the past few years, to be an increase in the overall representation of women across the main occupational categories:

· overall academic stream (up from 36% to 36.8%)

· women research-only academic staff (up from 40.7% to 43.4%)

· women general staff (up from 64.5% to 65.8%)

The only category where there was a slight decrease was in the teaching and research area (down from 33.8% to 33.3% in the current reporting period).

Longitudinal analysis reveals that there continues to be a significant increase in the number of women comprising research only general staff in the past five years (up from 66.7% in 2002 to 73.5% in the current reporting period).

%

Female

33.3%

30.0%

55.6%

40.0%

Total 40.5%

11.8%

26.9%

22.0%

48.0%

49.2%

Total 43.4%

0.0%

50.0%

15.8%

23.1%

35.5%

48.3%

50.6%

33.3%

900.0%

9222.2%

11545.5%

12650.0%

281450.0%

39.1%

36.8%

Equity200763126

72

21.8

0.0

49.7

41.9

66.7

13.1

Assoc. Lecturer 208

51.4

36.0

97

150

0.00.0

66.7

0.0

6.3

24.0

7.1

21.7

17

Snr Lecturer 10

Lecturer 9

5

31

Table 2: Academic Staff by Function and Classification According to Gender 2003-2007

Deputy/Pro Vice

2007

2006

3

Other

Lecturer

Assoc. Lecturer

Staff Function

Snr Lecturer

Assoc. Prof.

Professor

Female 200520042003

Total

Snr Lecturer

ClassificationAll Staff

41

197

42

% Female

267

Research OnlyProfessor 172

15.8

Teaching OnlyProfessor

29.725.0

Assoc. Prof.

27.0

21.7

926.2

Lecturer

Assoc. Lecturer 50.8

40.7

49.0

57.6

52.850.4

45.045.7

48.8

48.4

431187

Vice Chancellor 10

1

0.00.0

Professor 18429 11.712.6

2 50.050.0

11.0

Assoc. Prof. 1693916.913.711.4

Teaching and

Research

Snr Lecturer 2629333.232.830.9

Lecturer 2019755.050.251.1

Assoc. Lecturer 7940

Total 898299

530

43.842.345.7

32.330.629.7

46.4

33.8

Academic

WomenMen

Total

1440

Index200663125

200556131

200455137

200353131

200252130

35.0692736.235.136.0

Table 2. Academic staff by Level and Gender, 2003-2007

The percentage of women academic teaching staff decreased slightly from 33.8% in the previous reporting period to 33.3% in 2007. Overall, the percentage of all academic women staff increased significantly from 33.4% in 2002 to 39.1% in the current reporting period. It is encouraging to note that, longitudinally, women have exceeded men (50.6%) for the first time since 2001 in the Associate Lecturer category.

It is of concern to note that the 2006 data reveal a continuing downward trend in women’s representation at the Lecturer level since the previous two reporting periods (down from 55% in 2005 to 51.4% to 48.3% in the current reporting period). Significant gender disparity continues at the senior academic levels of Professor and Associate Professor with women comprising 15.8% and 23.1% respectively in these categories, although there has been a noteworthy increase in representation in the latter category since 2002 (13.3%).

Staff

Function

All Staff

Number

Female

Staff

Number

%

Female

2006200520042003

100.0%100.0

22100.0%100.066.7

352262.9%67.962.567.972.0

13310881.2%76.871.070.172.0

423173.8%73.277.670.962.2

211361.9%58.348.040.943.5

10330.0%75.062.571.420.0

24417973.4%73.368.967.766.7

11763.6%64.356.365.273.7

403177.5%77.577.869.075.0

543666.7%61.056.748.449.2

23617674.6%75.977.978.275.6

29021072.4%76.074.973.872.1

38628473.6%72.069.361.761.5

28816356.6%53.153.058.858.0

22813057.0%52.248.445.648.1

1136658.4%61.252.852.458.3

704057.1%54.958.750.846.3

742635.1%39.038.637.036.2

10660.0%42.942.933.30.0

1800117565.3%64.763.962.562.4

Total 2044135466.2%65.864.563.363.0

Equity

Index

200720062005200420032002

Men

138139138142

149154

Women

838282797672

2007

% Female

Table 3: General Staff by Function and Classification According to Gender

HEW 5

HEW 3

HEW 4

Total

Non academic < HEW 1

Classification

HEW 6

HEW 7

HEW 8

HEW 2

HEW 4

HEW 5

HEW 3

HEW 1

HEW 2

Research Only

Other

Total

HEW 10

Non academic > HEW 10

HEW 8

HEW 9

HEW 6

HEW 7

Table 3. General staff by Level and Gender, 2003–2007

The percentage of general staff women (66.2%) has continued to increase since 2003 (61.8%). While it is encouraging to note that representation at mid- and senior women general staff levels continues to show an increasing trend with the percentage of women now exceeding men from Level 6 through to Level 9, the gender disparity continues at Level 10 and is regrettably trending downwards; i.e. women represent 35.1% of general staff at this level compared with 36.2% in 2002, despite comprising the preponderance of staff (65.8%) in this stream.

The Equity Index for women continues to trend upwards slowly although there is a significant shift (from 72 in 2002 to 83 in the current period) from a longitudinal perspective. It is of concern to note there has been a slight increase in the Equity Index for men, albeit marginal.

Separations

% Female

Appointments

Total

Separation

% Female

separation

200.0%

00

400.0%

6466.7%

12650.0%

241041.7%

200.0%100.0%

3266.7%3133.3%

11436.4%7228.6%

251144.0%301550.0%

643250.0%591830.5%

1054946.7%1003636.0%

00 11100.0%

5360.0%1200.0%

400.0%14321.4%

22836.4%19736.8%

241145.8%342573.5%

321753.1%442147.7%

873944.8%1245746.0%

700.0%

4125.0%

6350.0%

8337.5%

211047.6%

461737.0%

26211543.9%2249341.5%

Deputy / Pro Vice

Other

New Appointments

Snr Lecturer

Lecturer

Associate Lecturer

Assoc. Prof.

Total

Assoc. Prof.

Snr Lecturer

Associate Lecturer

Lecturer

Total

Total

Teaching and

Assoc. Prof.

Lecturer

Lecturer

Teaching Only

Professor & above

Prof.

Total

Associate Lecturer

Table 4: New Appointments and Separations for Academic Staff by Function and Classification According to Gender, 2007

Total

Appointments

Female Staff

separation

Female Staff

Appointments

Classification

Staff Function

Professor & above

Assoc. Prof.

Snr Lecturer

Senior Lecturer

Associate Lecturer

Total

Research Only

Prof.

Table 4. New Appointments and Separations for Female Academic Staff by Function and Classification, 2007

New Appointments for Academic Women, 2007

Women are continuing to achieve greater gender parity in the area of new teaching and learning appointments up to and including Lecturer level (53.1% and 45.8% respectively for the categories of Associate Lecturer and Lecturer) during the current reporting period. There has also been an uncharacteristic increase in the percentage of appointments (60%) in the Professoriate. However, it is disappointing to note that this trend is not reflected at more senior levels, particularly in the case of Senior Lecturer (36.4%, significantly down from 56% in the previous reporting period).

Separation by Level, Sex and Award, 2007

While it is encouraging to note that the retention rate for women across the three higher tiers of academic employment was higher than for males, it is of concern to note that this was not reflected in the Lecturer category (women comprised 73.5% of separations). This figure represents a significant increase from the previous reporting period; i.e. 56.3%. 41.5% of academic staff who left the University during the reporting period were women, comprising 36% of research only separations and 46% (representing a significant increase from 40.4% and 32.3% in the previous two consecutive reporting periods) of teaching and research separations.

Table 5. New Appointments and Separations for Female General Staff by Function and Classification, 2006

New Appointments for General Staff Women, 2007

The data in this category is encouraging with women comprising the majority of new general staff appointments at most levels. However, the picture at the most senior level continues to represent contradictions from a gender equity perspective in that while 16 of 27 appointments at Level 8 were women (59.3%, down from 75% in the previous reporting period), there were only two women appointed from eight new staff at Level 10 (although 25%, up from 11% in the previous reporting period.). It is worthwhile noting that, in the research only category, the increased representation of women through all the levels is positive and this trend has been consistent over the previous three reporting periods.

Separations for General Staff Women, 2007

While it is not surprising that the separation data revealed that greater numbers of general staff women left the University, it is pleasing to note that this trend was reversed at the highest levels: i.e. women comprised only a third of separations at Level 9 (33.3%). It was encouraging to note that, unlike the previous reporting period, the rate of women’s separation in some senior categories of general staff (53.8% and 33.3% at Level 8 and 9 respectively) was lower than the extent of their representation at that level: i.e. women comprise 58.1% and 57.4% of staff at Level 8 and 9 respectively.

Total

Appointments

Female Staff

Appointment

% Female

Appointments

Total

Separations

Female Staff

Separations

% Female

Separations

100.0%

22100.0%11100.0%

231460.9%12758.3%

504080.0%443068.2%

5360.0%10770.0%

22100.0%4375.0%

400.0%33100.0%

876170.1%745168.9%

3133.3%4375.0%

HEW 1 4375.0%6466.7%

HEW 2 10770.0%9777.8%

HEW 3 483470.8%342470.6%

HEW 4 735778.1%443784.1%

HEW 5 795164.6%755269.3%

HEW 6 382565.8%422457.1%

HEW 7 362672.2%261142.3%

HEW 8 271659.3%13753.8%

HEW 9 5240.0%12433.3%

HEW 10 8225.0%9444.4%

11100.0%100.0%

Total 33222567.8%27517764.4%

41928668.3%34922865.3%Total

Non academic > HEW 10

Research Only

OtherNon academic < HEW 1

Classification

Staff Function

Table 5: New Appointments and Separations for General Staff by Function and Classification According to Gender, 2007

New Appointments Separations

HEW 6

HEW 7

HEW 8

Total

HEW 4

HEW 2

HEW 3

HEW 5

TypeStaff

Function

Employ.

Type

StatusAll StaffFem. Staff% Fem2006200520042003

AcademicTeaching

Only

PermanentFull-Time2150.0%

Part-Time100.0%

Fixed

Term

Full-Time14535.7%

Part-Time251144.0%

Total 421740.5%

Research

Only

PermanentFull-Time23313.0%16.726.134.828.6

Part-Time5240.0%66.750.00.00.0

Fixed

Term

Full-Time31011436.8%34.739.342.645.6

Part-Time936873.1%67.867.860.265.2

Total 43118743.4%40.745.045.748.4

Full-Time53714326.6%26.824.923.522.1

Part-Time642843.8%47.546.746.044.4

Fixed

Term

Full-Time1696437.9%39.740.735.739.0

Part-Time1286450.0%47.745.344.546.3

Total 89829933.3%33.832.330.629.7

Full-Time6116.7%100.0

Part-Time

10

0.0%

Fixed

Term

Full-Time

2911

37.9%

Part-Time331545.5%100.0

Total 692739.1%100.0

Total 144053036.8%36.036.235.135.0

GeneralPermanentFull-Time15746.7%43.842.940.046.7

Part-Time 100.0100.0100.0

Fixed

Term

Full-Time13910071.9%72.362.464.664.0

Part-Time907280.0%80.081.577.474.7

Total 24417973.4%73.368.967.766.7

OtherPermanentFull-Time91348152.7%53.654.553.755.0

Part-Time30027692.0%92.790.987.688.5

Fixed

Term

Full-Time38625365.5%62.558.760.156.7

Part-Time20116582.1%78.781.480.178.8

Total 1800117565.3%64.763.962.562.4

Total 2044135466.2%65.864.563.363.0

Total 3484188454.1%53.552.851.551.6

Table 6: Staff by Function, Employment Type and Status According to Gender 2003-2007

2007

Research

Only

OtherPermanent

Teaching

and

Research

Permanent

% Female

Table 6. Staff by Function, Employment Type and Status According to Gender, 2007

In the current reporting period, 27% of all staff were part-time and, of these, 74.4% were women. Women working in a part-time capacity comprised 17.2% of all staff at UWA. Only 24.3% of academic staff were part-time, comprising 23.3% of teaching and research staff and 25.1% of research-only staff. Women now comprise more than half of all part-time academic staff (53.7 %).

The majority (93.7%) of research-only (academic and general) staff continue to be on a fixed term contract. Women comprise more than half (56.1%) of all fixed-term research-only staff (academic and general). 45.2% of fixed-term academic research-only staff were women. More than two-thirds (72.9%) of general fixed-term research staff were women.

Staff

Function

Classification All Staff

Number

Female

Staff

% Female2006200520042003

Tenured 100.0100.00.050.0

413073.2%40.042.952.958.8

1068176.4%77.271.070.670.1

352365.7%54.266.765.857.1

231773.9%81.870.653.347.1

11872.7%66.7100.0100.0

261869.2%100.0.50.0100.0

22100.0%100.050.050.050.0

Total 24417973.4%73.368.967.766.7

OtherTenured 462452.2%62.576.558.565.0

122578163.8%63.462.561.061.7

21915872.1%69.668.068.465.2

1067570.8%68.164.966.252.9

725475.0%69.245.558.361.9

433069.8%58.356.343.822.2

804758.8%29.433.333.371.4

9666.7%100.0100.0100.0100.0

Total 1800117565.3%64.763.962.562.4

Total 2044135466.2%65.864.563.363.0

> 2 years <= 3 years


Confirmed


> 5 years


> 5 years

Fixed Term /

Contract

<= 1 year

> 1 year <= 2 years

Probationary



Fixed Term /

Contract

<= 1 year

> 1 year <= 2 years

Research

Only

Probationary

Confirmed

Table 7(a): General Staff by Appointment Term According to Gender 2003-2007

% Female2007

Staff

Function

All Staff

Number

Female

Staff

% Female2006200520042003

3133.3%

24833.3%

6466.7%

4375.0%

100.0%

4125.0%

421740.5%

7342.9%30.825.050.033.3

33927.3%23.530.415.423.1

1075349.5%42.547.451.151.8

1034846.6%41.147.544.050.7

1175244.4%44.445.541.447.2

261038.5%40.041.746.740.0

371129.7%10.020.022.233.3

11100.0%50.050.050.050.0

43118743.4%40.745.045.748.4

632133.3%40.840.938.632.1

54615328.0%26.525.422.422.4

693652.2%48.549.445.744.4

924043.5%41.850.037.336.5

562239.3%41.328.932.551.5

371745.9%36.431.031.625.0

331030.3%22.221.425.040.0

200.0%0.033.30.066.7

89829933.3%33.832.330.629.7

100.0%

16637.5%100.0

15853.3%100.0

11545.5%

16637.5%

300.0%

7228.6%

692739.1%100.0

Total 144053036.8%36.036.235.135.0

OtherTenuredProbationary

Confirmed

<= 1 year

Total

> 5 years




> 1 year <= 2 years

Confirmed

Teaching

and

Research

TenuredProbationary

Fixed Term /Contract<= 1 year

Total

> 5 years





> 1 year <= 2 years

Research

Only

TenuredProbationary

Classification

2007

Table 7(b): Academic Staff by Appointment Term According to Gender 2003-2007

Teaching

Only

TenuredProbationary

Confirmed


> 1 year <= 2 years




Total

Fixed Term /Contract

Total

> 1 year <= 2 years




Confirmed

Table 7a. General Staff by Appointment Term According to Gender, 2007

In the current reporting period, 70.6% of all general staff (excluding research only) had ongoing appointments. 16.8% of research only general staff held ongoing appointments. Of all general staff (excluding research only) with ongoing appointments, 44.7% were women. Of all female general staff (excluding research only), 68.5% had ongoing appointments compared to 71.4% of all male ongoing appointments.

Of the general staff (excluding research only), 19.8% of the total number of women had appointment terms of two year or less compared to 14.7% of the total number of males.

In the general staff research only data set, 74% of staff were female, the majority of whom were employed on a contract of two years or less. 39.6% and 45.2% of all male and female staff respectively were employed on a contract of one year or less. 42.6% of staff employed on a contract of two years or less were women.

Table 7b. Academic staff by Appointment Term According to Gender, 2007

Academic (Teaching and Research)

In 2007, 62.8 % of all academic staff were tenured. Men comprised 73.2% of all academic teaching staff that were tenured compared with 28.5% of female academic teaching staff in this category.

Women comprised 52.1% and 43% of academic teaching staff that were on a contract of 1 year or less and 2 years of less respectively. Women comprised almost half (46.1%) of non-tenured academic teaching staff who were employed on a contract of 3 years or less.

Academic (Research Only)

Tenure was held by a mere 9.2% of academic research staff during the current reporting period. Women comprised 43.3% of all (tenured and non-tenured) academic research staff and a little more than a quarter (27.6%) of tenured staff in this category. 24.8% of staff held a contract of 1 year or less and women comprised 49.5% of staff in this employment category. It is interesting to note that this figure is higher than their overall percentage of women’s representation in this category (43.3%). In 2007, of the 52.1% academic research staff in the ‘>1 year but <4 year’ category, 48.6% were women and these figures represent a significant increase since the previous reporting period; i.e. 43.4% and 42.2% respectively.

Table 8. Academic staff by Function and Age According to Gender, 2007

Overall, the age profile of female academic staff continues to be younger than the profile of male academic staff. The greatest proportion of both male and female (52%) teaching and research staff continues between the ages of 40 and 54. It is interesting to note that the trend of marginally greater numbers of women than men in this age cohort observed in the last two reporting periods has reversed this year. Only 15.5% of female teaching and research staff were in the 55 plus age group compared to 28% of their male counterparts. It is encouraging to note that women comprised 45% of teaching and research staff in the under-35 age bracket and this figure exceeded men (52%) in the 25-29 age cohort. Women under 40 comprised 23.2% of all research only staff and 42.9% of staff in the under 40 category within the research only cohort were women.

Staff

Function


Number

Female

Staff

% Female2006200520042003

Under 25

25 - 298562.5%

30 - 341000.0%

35 - 396116.7%

40 - 445480.0%

45 - 495360.0%

50 - 545360.0%

55 - 59

60 - 6411100.0%

65 and over200.0%

Total421740.5%

Under 253266.7%40.042.933.366.7

25 - 29451840.0%38.940.444.759.1

30 - 341004141.0%34.042.446.453.0

35 - 39853945.9%35.436.430.740.0

40 - 44672740.3%42.345.551.642.6

45 - 49502346.0%45.953.255.848.7

50 - 54402255.0%57.856.156.753.6

55 - 59271140.7%52.666.761.536.4

60 - 646116.7%50.050.033.350.0

65 and over8337.5%16.725.025.033.3

Total43118743.4%40.745.045.748.4

Under 2518633.3%50.038.135.725.0

25 - 29191052.6%34.440.039.440.0

30 - 34733345.2%49.449.448.650.0

35 - 39934346.2%45.640.041.938.6

40 - 441405539.3%38.735.729.729.5

45 - 491705632.9%35.337.835.731.8

50 - 541614528.0%27.622.322.027.1

55 - 591142925.4%25.026.426.425.7

60 - 64701927.1%21.919.016.813.3

65 and over4037.5%8.33.40.09.1

Total89829933.3%33.832.330.629.7

OtherUnder 255360.0%

25 - 2911654.5%

30 - 3412541.7%

35 - 396350.0%100.0

40 - 4412325.0%

45 - 499333.3%100.0

50 - 543133.3%

55 - 596233.3%

60 - 64300.0%

65 and over2150.0%

Total692739.1%100.0

Total 144053036.8%36.036.235.135.0

Teaching

and

Research

Research

Only

Table 8: Academic Staff by Function and Age According to Gender, 31 March 2003 to

2007

2007 % Female

Teaching

Only

Staff

Function


Number

Female

Staff

% Female2006200520042003

Research

Only

Under 25383284.2%80.069.768.466.7

25 - 29634571.4%66.764.467.267.2

30 - 34382873.7%76.169.464.458.3

35 - 39312271.0%63.961.964.165.5

40 - 44231669.6%88.285.764.057.1

45 - 4914964.3%82.476.573.388.9

50 - 54161381.3%86.778.978.364.7

55 - 59161168.8%71.462.590.0100.0

60 - 6433100.0%40.040.025.040.0

65 and over200.0%0.0100.0..

Total24417973.4%73.368.967.766.7

OtherUnder 25855969.4%67.962.750.652.1

25 - 2916911869.8%68.266.764.165.8

30 - 3420013165.5%69.869.769.270.5

35 - 3922514865.8%63.158.662.159.6

40 - 4423114562.8%62.063.363.665.0

45 - 4927918867.4%64.062.455.254.7

50 - 5425615861.7%62.965.568.066.7

55 - 5922615367.7%64.764.666.367.5

60 - 64986061.2%58.554.947.246.2

65 and over311548.4%75.075.066.746.7

Total1800117565.3%64.763.962.562.4

Total 2044135466.2%65.864.563.363.0

2007

Table 9: General Staff by Function and Age According to Gender, 31 March 2003 to 2007

% Female

Table 9 – General staff by Function, Age and Gender, 2007

Women in the 40-54 year age bracket comprise 27.2% of all general staff and 41.7% of all female general staff. Women general staff in the 55+ age cohort comprise 12.5% of all general staff. There is a relatively low proportion of women general staff (9.8%) and male general staff (4.2%) under 30 years of age and this figure has declined since the previous reporting period. It is interesting to note that women comprise a much higher percentage of staff in the 65+ cohort among general staff (48.4%), as opposed to academic staff (7.5%).

Table 10. Discretionary Allowance by Classification and Gender, 2006

Count of EMPLOYEE#GENDERALLOWANCE

F F TotalM M TotalGrand Total

CLASSIFICATION123124A124B125F126P126V127F128F129F129P129V123124A124B124C125F126P126V127F128F129F129P129V

A999A 1 1 134211362629

ALL 1122

EDEAN 11 112

G999A 1 11

L016 6 6

L034 142 314 1115

L045 14327223231123052

L059 1315319412414 31455

L05/64 23 9312221019

L064 314 6273256132047

L07 16113183041314152858

L083 66 152 34 11025

L08/9 1 1 1

L091 31 16 66 11319

L10G0 2 2 2

L10G1 22 4 64 1014

L10G2 11 2 11 24

L10G3 11 13 2 25

L10G4 2 22

L10G5 1 11

LVLA 1 1 351910

LVLB 11221119 6121121322

LVLC 1122410124611424

LVLD 11131117473212730

LVLE 21 31115479313235

PVCA 11 1

Grand Total361164068811223821317226484558101037429268481

123 = Allowance - Salary Progression 126V = Attraction/Retention Remuneration (Variable,super)

124A = Allowance - Head of Department (Small) 127F = Merit Allowance (Fixed, no super)

124B = Allowance - Head of Department (Medium) 128F = Distinction Allowance (Fixed, no super)

124C = Allowance - Head of Department (Large) 129F = Addt'l Responsibility Allow (Fixed, no super)

125F = Market Allowance (Fixed, no super) 129V = Addt'l Responsibilities Allow (Variable,no super)

126P = Attraction/Retention Allowance % (Super) 129P = Additional Responsibilities Allowance % (no super)

Discretionary allowances by Classification and gender (2006)

Table 10. Discretionary Allowance by Classification and Gender, 2006

This data set revealed a gender equity picture biased in favour of men. Women staff fare better in the receipt of a few discretionary allowances and worse in the receipt of many others. It is important to interpret this data in the light of the fact that they are driven, in some instances, by very specific labour market conditions that may exist in certain areas of the University; e.g. loadings for academic clinicians in the Faculty of Medicine and Dentistry.

Women comprise (44%) of staff in receipt of discretionary allowances at UWA. A trend of positive gender equity in favour of women was observed in the receipt of Salary Progression (67.9%) and the Attraction/Retention Remuneration, Variable, Super (53.9%)

However, women continued to be significantly under-represented in the receipt of Market Allowance, Fixed No Super (11.1%), Distinction Allowance, Fixed, No Super (10%) and Additional Responsibility Allowance, Fixed, No Super (24.5%).

Table 11. Academic Staff Promotion, 2006

Count of Date Applied

Year

Successful

Gender

2006

2002

2003

2004

2005

A ► B

Yes

F

3

1

6

3

1

M

2

1

3

4

Yes Total

5

1

7

6

5

A ► C

1

1

7

6

5

B ► C

Yes

F

7

8

6

2

10

M

5

10

8

5

4

Yes Total

12

18

14

7

14

B ► C Total

12

18

14

7

14

B ► D

Yes

F

1

1

M

4

3

1

Yes Total

4

1

3

2

B ► D Total

4

1

3

2

C ► D

Yes

F

5

2

9

6

9

M

5

16

15

16

9

C - E

M

1

2

C ► D & C-E Total

11

20

24

24

18

D ► E

Yes

F

2

2

1

1

M

5

12

11

15

12

D ► E Total

7

14

10

16

13

Grand Total

40

57

62

60

50

Table 11 – Academic Staff Promotion, 2006

Of the total applications received, 40 applicants were successful. Women comprised 42.5% (17 successful applicants) of teaching and research academics promoted. While the overall number of staff achieving success in obtaining promotion through the academic ranks at UWA continues to decrease, it is encouraging to note that the proportion of women academics progressing to more senior levels has actually increased: e.g. 17 women were promoted in 2006 of a total pool of 40 promotions compared with a mere 14 out of a total pool of 57 promotions in 2002.

· Associate Professor to Professor – There were seven successful applicants who obtained promotion in this category. There were two female applicants who were successful in obtaining promotion to Professorial level and this represents a desirable increase in the direction of positive gender equity.

· Senior Lecturer to Associate Professor – The data continues to represent a significant positive gender equity outcome with an approximately five fold increase in the percentage of women in this category (up from 10.6% in 2002 to 50% in the current reporting period). There has been no attrition of women academics obtaining promotion in this category.

· Lecturer to Senior Lecturer – Unlike the previous two categories, the representation of women in this promotional category is trending downwards. Women comprised 58% of successful applicants (down from 72% in the previous reporting period) in this category. However, this data must be interpreted in perspective as the 2005 figure (i.e. 72%) represented the highest level of promotion recorded in this category in a decade.

· Associate Lecturer to Lecturer – Conversely, gender equity performance in this important feeder category has increased three-fold (60%, up from 20% in 2006) in the current reporting period.

Table 12. Reclassification data, 2006

Count of EMPLOYEE# GENDER

CLASSIFICATION FMGrand Total

L02 11

L03 11213

L04 61016

L05 27936

L06 131326

L07 211031

L08 5510

L09 22

L10G0 11

L10G1 11

L10G2 11

L10G3 11

L10G5 11

Grand Total 7664140

Reclassifications by Gender and Level - 2006

Table 12. Reclassification data by Level and Gender, 2006

The data is consistent with previous trends in that women continue to be well represented in this important initiative. During the reporting period, women comprised 52% of applicants successful in obtaining reclassification.

Table 13. Deans/ Head of Schools/School Managers by Gender, 2007

Table 13: Deans/Heads of School/School Managers by Gender/Faculty/School

Count of Name

Title

Sex

Dean

Dean & Head of School

Head of School

Faculty/

School Manager

Grand Total

Faculty

School

F

M

F

M

F

M

F

M

Arch, Landscape & Visual Arts

Arch, Landscape & Visual Arts

1

1

2

Arts, Humanities & Social Sciences

Faculty Office - Arts, Hum., & Soc. Sciences

1

1

Humanities

1

1

2

Music

1

1

2

Social & Cultural Studies

1

1

2

Economics & Commerce (UWA

Business School)

Faculty Office – Business, Economics & Commerce

1

2

3

Education

Graduate School of Education

1

1

2

Eng, Computing & Mathematics

Faculty Office - Eng., Comp. & Maths

1

1

Civil & Resource Engineering

1

1

2

Computer Science & Software Engineering

1

1

2

Electrical, Electronic & Computer Engineering

1

1

2

Mathematics & Statistics

1

1

2

Mechanical Engineering

1

1

2

Environmental Systems Engineering

1

1

2

Law

Law

1

1

2

Life & Physical Sciences

Faculty Office - Life & Physical Sciences

1

1

Anatomy & Human Biology

1

1

2

Biomedical, Biomolecular & Chemical Sciences

1

1

2

Human Movement & Exercise Science

1

1

2

Physics

1

1

2

Psychology

1

1

2

Medicine, Dentistry & Health Sciences

Faculty Office - Med., Dent. & Health Sciences

1

1

2

Dentistry (OHCWA)

1

1

2

Medicine & Pharmacology

1

1

2

Paediatrics & Child Health

1

1

2

Population Health

1

1

2

Primary, Aboriginal & Rural Health Care

1

1

2

Psychiatry & Clinical Neurosciences

1

1

2

Surgery & Pathology

1

1

2

Women’s & Infants Health

1

1

2

Table 13: Deans/Heads of School/School Managers by Gender/Faculty/School

Count of Name

Title

Sex

Dean

Dean & Head of School

Head of School

Faculty/

School Manager

Grand Total

Faculty

School

F

M

F

M

F

M

F

M

Natural & Agricult. Sciences

Faculty Office - Natural & Agricultural Sciences

1

1

2

Agricultural & Resource Economics

1

1

2

Animal Biology

1

1

2

Earth & Geographical Sciences

1

1

Plant Biology

1

1

2

Vice Chancellery

Graduate Research School

1

1

School of Indigenous Studies

1

1

Grand Total

3

4

2

2

2

24

19

13

69

Table 13. Deans/ Head of Schools/ School Managers by Gender, March 2007

In 2006, women held four of a total of ten Deans of Faculty positions which represents a consistent longitudinal trend in gender equity performance at this senior level (33%). It is worthwhile noting that there are two non-Faculty Deans in the Graduate Research School and the School of Indigenous Studies.

Women were well represented (60%, up from 57% in the previous reporting period) among School Managers and it is encouraging to note that this upward trend has also remained consistent over the past four reporting periods.

Conversely, the consistent trend of poor (and decreasing) representation (8%) in the Heads of School category continues. This represents a significant concern as it is a possible feeder category for more senior levels of academic leadership, including positions such as Dean, and Pro Vice-Chancellor.

Table 14a. General Staff Accessing OSDS Training, 2006

LEVEL

Female

Male

Total

LO3

93

20

113

LO4

206

39

245

LO5

203

38

241

LO5/6

66

33

99

LO6

164

39

203

LO7

116

74

190

LO8

174

26

200

LO9

44

22

66

L10

37

17

54

ELICOS

5

5

Grand Total

1108

308

1416

Table 14b. Academic Staff Accessing OSDS Training, 2006

LEVEL

Female

Male

Total

LVLA

80

44

124

LVLB

125

51

176

LVLC

100

53

153

LVLD

38

42

80

LVLE

5

48

53

Grand Total

348

238

586

Tables 14 a and 14 b - Staff Accessing OSDS Training, 2006

Women continue to access OSDS training at a disproportionately higher rate than men in both the academic (63%) and general staff categories (78%) although the difference is considerably more marked in the latter case. Approximately twice the number of academic women access OSDS training in the Associate Lecturer – Senior Lecturer category and this trend is reversed in the senior categories of Associate Professor and Professor.

Table 14c: UWA Staff Development Grants for General Staff by Gender and Level, 2006

Level

Female Accepted

Male Accepted

Female Declined

Male Declined

3

5

1

4

4

2

Resigned

5

9

3

Received after closing date

5/6

7

3

Eligible to $108 only until July 2006

6

13

2

6/7

1

7

15

8



8

11

4

Recvd $440 March 2005

9

2

3

2 year rule

10

1

5

LV1-C

1

(blank)

1

Total

69

32

4

3

Table 14c. UWA Staff Development Grants, Gender and Level, 2006

Women continue to be the main recipients of this employment benefit (68.3%). It is encouraging to note a trend whereby there are greater numbers of women accessing this benefit across all levels unlike previous years where participation tended to be clustered around the more senior levels; i.e. Level 7 and above.

Table 15. Developmental Opportunities (HDA/Secondment)

Count of EMPLOYEE# GENDER

OCC_TYPECLASSIFICATIONFMGrand Total

CONA999A 123

DEAN 11

DIR 1 1

EDEAN 11

G999A 1 1

L03 15419

L04 19726

L05 15520

L05/6 7512

L06 13619

L07 10616

L08 415

L09 235

L10G1 213

L10G2 1 1

L10G3 1 1

LV1-C 1 1

LVLA 1 1

LVLB 112

LVLC 279

LVLD 1616

LVLE 42024

CON Total 10186187

HDAADGD2 1 1

DIR 2 2

G999A 1 1

L03 123

L04 25934

L05 691281

L05/6 336

L06 451459

L07 463177

L08 181331

L08/9 1 1

L09 221032

L10G0 538

L10G1 5510

L10G2 325

L10G3 336

L10G4 145

L10G5 224

LV2 1 1

LVLB 1 1

LVLC 1 1

QCCGV 1 1

HDA Total 257113370

Grand Total 358199557

Development Opportunities (HDA's /secondments) by Level and gender - 2006

CON is the measurement for internal secondments

Table 15. Developmental Opportunities (HDA/Secondment), 2006

68.7% of internal secondments in the general staff category are accessed by women and this is evenly spread across all levels. The converse is true in the academic stream where a mere 16.9% of internal secondments are accessed by women. Senior male academic staff at Levels D and E account for a majority of secondments (more than 90%) in the academic stream.

69.4% of women were in receipt of higher duties allowance among general staff. It is interesting to note, from a gender pay equity perspective, that equal numbers of men (n = 19) and women general staff at Level 10 and above were in receipt of higher duties allowance, despite there being a preponderance of women (65.3%) in the overall general staff category.

Table 16. Salary Progression, 2006

Count of EMPLOYEE# GENDERCLASSIFICATION

F F TotalM M TotalGrand Total

SCHOOL L01L03L04L05L05/6L06L08L09APPL04L05L05/6L06L07L08

Academic Services 24171 18

Administration 611563221121527

Arts, Humanities & Soc Sciences 1 1111145

Eng, Computing & Mathematics 24 6121410

Law 11 112

Life & Physical Sciences 2 11411121610

Medicine, Dentistry & Health Sciences 3122812111614

Natural & Agricultural Sciences 1122

UWA Business School 11 112

Grand Total 61071156415014465643080

Number of staff accessing salary progression by Level, Faculty and Gender. (2006 data)

Table 16. Salary Progression, 2006

Women are well represented in the receipt of this employment benefit. They comprise almost two-thirds of recipients (61.5%) of Salary Progression and this reflects their representation in the general staffing stream.

Notwithstanding the above, women at lower levels tend to receive this benefit (approximately two-thirds are at Level 5 and below as compared with a mere 30% of men receiving this benefit at or below this level). The majority of women recipients also tend to be ‘clustered’ in Administration while male recipients tend to be more evenly distributed throughout the organisation.

Table 17. Casual Employees in 2006/2007

GENDER

AWARD

F

M

Grand Total

ACAD

652

679

1331

GEN

1269

730

1999

Grand Total

1921

1409

3330

Table 17 Casual employees, 2006

While the data represents a similar pattern compared to the previous two reporting periods, an increase in the casualisation rate of women can be observed. Women represent 57.6% of all casual employees at UWA (up from 53% in the last reporting period). There has also been a corresponding increase among both academic women (48%, up from 45% in the last reporting period) and general staff women (63.5%, up from 61%).

Table 18. UWA Management Structure, Tiers 1 -4

Vice-Chancellor

Senior Deputy Vice-Chancellor

Deans of Faculties

6 males / 4 females

Director

UWA Extension

Director

International Development

Internal Auditor

University Librarian

Director

Perth International Arts Festival

Heads of Schools

26 males /4 females

Executive Director

(Finance & Resources)

Director

IT Services

Director

Financial Services

Director

Human Resources

Director

Facilities Management

Director

Venues Management

Principal

Currie Hall

Deputy Vice-

Chancellor

(Education)

Pro Vice Chancellor

Teaching & Learning

Director

Albany Centre

Director

Geraldton Universities Centre

Executive Director

(Academic Services) &

Registrar

Director

Administrative Services

Director

International Centre

Director

Legal Services

Director

Development (Office of)

Director

Planning Services

Director

Public Affairs

Director

Research Services

Director

Student Services

Director

Governance Services

Deputy Vice-

Chancellor

(Research & innovation)

Pro Vice Chancellor

Research & Research Training

Director

Institute of Advanced Studies

Director

Office of Industry & Innovation

Female

Academic

Male

Academic

Female

General

Male

General

Key:

Responsible to Dean

Arts Humanities & Social Sciences

Pro-Vice Chancellor

Research Inititatives

Director

Centre for Advancement of

Teaching & Learning

Director

Lawrence Wilson Art Gallery

Director

UWA Press

Curator/Director

Berndt Museum of Anthropology

SENATE

14 Male / 7 Female

PAGE

Documents

Table 1: Staff (Excluding Casual Staff) By Employment Type ...€¦ · Web viewEqual Opportunity for Women in the Workplace. Annual Compliance Report 2007 (1 April 2006 to 31 March