Overview
AFSA publishes its pay gap every year to ensure public accountability and transparency. Reducing our gender pay gap is a priority for AFSA.
AFSA is committed to achieving gender equity which includes ensuring our staff receive equal pay for equal work, regardless of gender.
AFSA has significantly reduced our gender pay gap over the past 5 years (refer to Table 1). This progress has been achieved through a focus on:
- increasing female participation in our workforce, particularly in management and leadership roles
- offering options to our people to work flexibly including access to flex time, flexible hours and days of work, part time, job share and hybrid working
- taking an 'any role in any AFSA office' approach by offering the opportunity to work in any of our office locations across Australia.
Table 1 – Comparison of APS and AFSA gender pay gap trends (base salary) 2017 to 2021
| Year | APS Gender pay gap % | AFSA gender pay gap % |
|---|---|---|
| 2019 | 7.3% | 11.9% |
| 2020 | 6.6% | 11.9% |
| 2021 | 6% | 9.8% |
| 2022 | 5.2% | 5.5% |
| 2023 | 4.5% | -0.2% |
2024 results will be available in early 2025. In line with our commitment to transparency, these results will also be shared with staff and published on this page.
Figure 1 – AFSA headcount by APS classification and gender 2023
All data is as reported in the Australian Public Service remuneration reports.