Workplace Gender Equality
At Redlands, we are committed to creating and sustaining a workplace that is equitable, diverse and inclusive, reflective of our strategic commitments to creating a positive culture of wellbeing for all members of our school community and continuing to attract and engage quality staff, while recognising and rewarding them irrespective of gender.
Our commitment to gender equity aligns to our Redlands values – Honesty, Respect, Responsibility, Compassion, Fairness and Moral Courage – all of which speak to our strong focus on creating a workplace culture supportive of diversity, inclusion and gender equality. Redlands will continue to take proactive steps to addressing and eliminating gender disparity and this ongoing commitment is demonstrated across our processes, practice and policies.
Recruitment Practices & Equal Growth
Redlands provides equality in career growth and professional development opportunities; promotion and recruitment practices are merit based and free from gender bias. Candidates are recruited to meet the specific needs of the School rather than on the basis of gender. As is typical across the Education sector, particularly in academic roles, there is a strong prevalence of females, reflected in Redlands’ current gender composition:
- Full-Time Roles: 74% Females, 26% Males
- Casual Roles: 58% Females, 42% Males.
Compensation Practices
Redlands ensures transparency across our compensation structure, conducting regular pay equity analyses.
Supporting Policy and Strategy Framework and Education
Redlands continuously reviews and updates its governance and compliance frameworks (inclusive of policies and procedures) to ensure they support the principles of gender equity, inclusion and diversity, inclusive of hiring practices, salary reviews and benefits analysis. This works to ensure that all staff have equality across career advancement, professional growth, promotions and recruitment determined by merit, without any influence from gender bias.
Further, Redlands is developing a Gender Equality Strategy across 2024 to ensure equitable outcomes across the employment lifecycle and to reflect the obligations outlined by the Workplace Gender Equality Agency (WGEA) and related legislation. This strategy includes leader and staff education on applicable policy frameworks, informed by employee voice surveys, to ensure all employees are thriving and at their best through being heard, respected and empowered.
Accountability and Progress Measurement – Gender Metrics
Redlands will continue to create and report on measurable goals relevant to gender equality and remains accountable for our progress relevant to gender pay equity by regular evaluation and reporting up to Board level.
Key Findings
Gender Pay Gap
Overall Gender Pay Gap
The average gender pay gap at Redlands is 4.3% in favour of women, indicating that on average, females earn 4.3% more than males. The industry comparison reflects that on average, males earn 3.7% more than females.
Key Management Personnel
The School notes the gender balance within our Key Management Personnel (KMPs) is balanced equally between males and females. For 2022-23 our KMPs reflected 50% Females and 50% Males.
A notable area is the composition of the School’s governing body, where half of the Board members are female, including the Chair.
Pay Gap by Job Level
It is important to note that 95% of Redlands employees are remunerated through the Independent Schools NSW/ACT Standards Model Multi-Enterprise Agreement 2021, Independent Schools NSW (Support and Operational Staff) Multi-Enterprise Agreement 2021 and Educational Services (Schools) General Staff Award 2020, which sets applicable rates of pay based on role and experience, rather than gender.
For the remaining employees covered under individual contracts, remuneration is based on the role, relevant industry benchmarks, qualifications and experience, not gender.
Redlands is proud of the work undertaken to date and we remain focused on continued efforts to maintain our merit based approach to recruitment and remuneration and work to ensure equity by continuing to foster a diverse and inclusive workplace culture, where all employees are equally valued, rewarded and recognised for their contributions.
