Part B – Findings and conclusion
80 60 40 20 0
Distribution by Gender (Academic staff) Female Male
Distribution by Gender (General staff)
Gender split for each grade
Gender split by job title
60 40 20 0 A
Figure 7: Distribution of employees by gender within each academic position and general grade
Exploring the issue The Pay and Employment Equity Taskforce identified three main workplace factors as contributing to the gender pay gap, namely: The jobs that women do: The location of women in the workforce – their occupations (horizontal inequality) and their positions in those occupations (vertical inequality) How jobs are valued: women paid less than men for doing the same job or job of equal value, undervaluing of female-intensive occupations How jobs are organized: The interaction of the structure of paid work and women’s choices and progression (especially in respect to family responsibilities).43 All these factors have been identified as being present at the University to a greater or lesser extent, and constitute the remaining gender equity issues discussed next. The expectation is that the result of addressing the full ‘set’ of ten gender equity issues will be a reduction in the gender pay gap at Massey University.
See Department of Labour, (2004). Report of the Taskforce on Pay and Employment Equity in the Public Service and the Public Health and Public Education Sectors, p.27.