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Table 22: Gender pay differences in starting salaries

Average Job Titles Program or Project Administrator Tutor ICT Customer Support Officer Postdoctoral Fellow Education Advisers and Reviewers Senior Tutor General Clerk Science Technicians nec Life Science Technician Junior Research Officer Teacher of English to Speakers of Other Languages Shelf Filler Senior Lecturer Lecturer Library Assistant Research Officer Welfare Support Workers Total

M

F

Variance F to M Number of Staff Amount % M F Total Variance Variance

$55,623 $47,878 $7,745

16%

8

20

28

$56,961 $50,292 $6,669 $34,010 $29,820 $4,189 $62,530 $58,867 $3,663

13% 12% 6%

9 18 17

23 11 20

32 29 37

$72,879 $68,719 $4,160

6%

3

11

14

$72,441 $39,445 $42,925 $40,402 $52,123

5% 5% 5% 3% 2%

15 4 7 9 4

15 32 7 9 8

30 36 14 18 12

$54,134 $53,683 $451

1%

6

11

17

$26,251 $84,446 $69,355 $28,102 $60,292 $26,379

0% 0% 0% 3% 9% 9%

4 22 23 10 8 16 183

8 12 21 23 8 24 263

12 34 44 33 16 40 446

$69,316 $37,530 $41,032 $39,205 $50,869

$26,214 $84,800 $69,111 $29,059 $65,612 $28,897

$3,124 $1,915 $1,893 $1,196 $1,253

$37 $354 $245 $957 $5,320 $2,518

Exploring the issue All positions at the University are assigned to a grade prior to recruitment, and the step and starting salary for an appointee are theoretically determined by an assessment of the appointee’s skills, knowledge and experience. Anyone at a lower step in a grade, and consequently receiving less money, should have a lower skill or experience base than others paid more. Some of the gender-based reasons for why this may not occur include: women being offered less than men, women being younger than men and salary levels being formally or informally associated with age, women accepting what they are offered, men coming from higher paying jobs and being unwilling to take the ‘rate for the job, men negotiating harder/exerting greater bargaining power. The focus of concern in relation to this issue is therefore the appointment process. The PaEE review committee determined that gender inequity might be occurring at the organisational level and at the individual manager level. Evidence for this concern came from staff experience both within the committee and through open-ended questions in the PaEE review survey.

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Massey PaEE Review Final Report  

http://teu.ac.nz/wp-content/uploads/2009/02/Massey-PaEE-Review-Report-Final-Report.pdf

Massey PaEE Review Final Report  

http://teu.ac.nz/wp-content/uploads/2009/02/Massey-PaEE-Review-Report-Final-Report.pdf

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