UNE Life Employer Statement on Gender Pay Equity 2025
Our commitment
UNE Life Pty Ltd is committed to providing a fair, respectful and inclusive workplace. We support
workplace gender equality and are focused on building a workforce where people have equitable
opportunities to develop, progress and be recognised for their work.
Understanding the gender pay gap
The gender pay gap is the difference between the average and median earnings of women and men
across an organisation’s workforce. It is a whole-of-workforce measure and is different from equal
pay for equal or comparable work, which is a legal requirement.
Our reported results (2024–25)
For the 2024–25 reporting period, UNE Life’s WGEA results show:
• Average total remuneration gender pay gap: 13.3%
• Median total remuneration gender pay gap: 11.4%
• Average base salary gender pay gap: 13.0%
• Median base salary gender pay gap: 11.7%
WGEA also publishes gender composition by pay quartiles. This information helps illustrate how the
distribution of women and men across different role levels can influence an organisation’s overall
gender pay gap.
Baseline year
2024–25 is UNE Life’s baseline year for WGEA gender pay gap reporting and public Employer
Statement publication. We will use this result to track progress over time and to strengthen the
evidence base for targeted workplace gender equality actions.
What influences our result
UNE Life operates across a diverse range of services and work types. Our gender pay gap is likely
influenced by a combination of structural workforce factors, including:
• Workforce composition and role mix — the distribution of women and men across
occupational groups and levels of seniority.
• Representation in higher-paid roles — where small changes in headcount at senior levels
can have a noticeable impact on averages.
• Employment status and working patterns — including the concentration of women and men
across full-time, part-time and casual roles, and differences in hours worked.
These factors can contribute to differences in average or median earnings across the workforce, even
where remuneration practices are consistent within roles.
What we will focus on
Given the size of our organisation and resourcing, UNE Life will focus on practical, sustainable
actions that strengthen consistency and transparency over time. This includes using existing
workforce data to inform priorities and maintaining clear, respectful workplace standards.
Visible access to opportunities We will support equitable access to development by improving
visibility of internal opportunities (where available) and maintaining clear, consistent recruitment and
selection practices.
Flexibility where operationally feasible We will continue to support flexible working arrangements
where possible and ensure employees understand how to request flexibility and the factors
considered in decision-making.
Maintain a safe and respectful workplace We will continue to reinforce respectful behaviour
expectations and maintain clear pathways for raising concerns, supported by our existing policies and
processes.
Our measurable commitments (2025-27)
To ensure accountability from our baseline year, UNE Life commits to the following measurable
actions:
1. During the next 2 years, we will complete a proportionate gender pay gap drivers review,
with a short summary of key drivers and priority actions to be provided to the Executive, the
UNE Life Board, and UNE Council for review.
2. Complete a range of policies in relation to safer communities, including the Respectful
Behaviours at UNE Life.
3. Develop and complete the UNE Life Equity, Diversity and Inclusion Rule.
4. Develop training opportunities to cover unconscious bias and equity considerations for UNE
Life staff, involved in recruitment and other decision-making bodies.
5. Develop a UNE Life Equity, Diversity and Inclusion Framework – to include tools to capture
and analyse relevant data.
How we will track progress
We will monitor workforce and remuneration indicators over time (including WGEA results and key
internal workforce data) and use these insights to guide and refine our actions, focusing on
improvements that are practical and sustainable.
Closing statement
This statement is provided for transparency and to support understanding of UNE Life’s published
WGEA results.
