Quick reference — key figures (latest published data, 2024) - National gender pay gap (full-time ordinary earnings): 13.7% (2024). Down from 14.5% in 2023. - Weekly difference: women on average earn about $1,100 less per week than men (full-time base), equivalent to ~$57,200 vs ~$69,000 annually. - Largest industry gaps (2024): Financial & Insurance 21.8%; Mining 20.5%; Information & Media 19.3%. - Smallest industry gaps (2024): Public administration 4.8%; Education 5.5%; Health care 6.1%. - ASX 100 average gender pay gap (base salaries): 22.4% (2024). - Big four banks average gap: 26.1% (2024). - Share of senior leadership roles held by women: 34.2% (2024). - Employers reporting pay data publicly: ~4,490 organisations (2024). - State range (2024): ACT 5.2% up to NT 16.3%. - Projected national gap if recent pace continues: ~12.9% by end of 2026. This guide breaks those numbers down by industry and company, explains where to find employer data, offers practical steps for jobseekers and employers, and shows regional differences across Australia.

Detailed national breakdown

The headline number — 13.7% — is the common metric used for full-time ordinary earnings. It means that, on average, full-time women receive 13.7% less in ordinary pay than full-time men. In cash terms, that translated in 2024 to roughly $57,200 a year for women versus $69,000 for men on a comparable full-time basis — a gap of about $11,800 annually or around $1,100 a week.

Progress is slow but measurable. The national gap narrowed from 14.5% in 2023 to 13.7% in 2024 — a fall of 0.8 percentage points in one year. That’s equivalent to closing about $700 a year on average. At that pace, the gap would reach roughly 12.9% by the end of 2026. But the pace has varied by sector — some industries are improving faster, others barely moving.

Industry-by-industry picture (2024 figures)

Pay gaps vary a lot by industry. Here are the latest industry-level gaps, showing where the problem is biggest and where it’s smallest:

  • Financial & Insurance Services: 21.8% — one of the largest sector gaps.
  • Mining: 20.5% — high pay levels and male-dominated senior roles push the gap up.
  • Information Media & Telecommunications: 19.3%.
  • Professional, Scientific & Technical Services: 17.9%.
  • Construction: 17.0%.
  • Manufacturing: 16.5%.
  • Arts & Recreation Services: 14.0%.
  • Retail Trade: 11.2%.
  • Accommodation & Food Services: 12.8%.
  • Education & Training: 5.5% — one of the lowest gaps.
  • Health Care & Social Assistance: 6.1% — also low, reflecting higher female representation in caregiving roles.
  • Public Administration & Safety: 4.8% — the smallest gap, driven by public-sector pay scales and higher female participation in mid and senior roles.

Company-level and corporate trends

Large employers and listed companies still show big gaps. The ASX 100 group recorded an average base-salary gender pay gap of 22.4% in 2024. Within that group, the largest sectors — finance and resources — pushed the average up:

  • Big four banks (average): 26.1%.
  • Top 20 mining companies (average): 18.7%.
  • ASX 200 CEO pay gap (median female vs male CEO pay): 34.5%.
  • Median board pay gap (female board members vs male): ~28.0%.

Smaller employers and many mid-size businesses tend to show smaller median gaps, but reporting is uneven — around 4,490 employers had publicly reported pay data in 2024, leaving thousands that don't disclose detailed pay statistics.

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Pay by role and seniority

The gap widens at senior levels. Women make up 34.2% of senior leadership roles (2024), but they’re underrepresented in the highest-paid executive and technical roles. Typical median figures:

  • Median full-time base salary — all roles: Men $69,000; Women $57,200.
  • Median senior executive base salary: Men ~$220,000; Women ~$162,000 — a gap roughly 26.4%.
  • Median middle-management base salary: Men ~$110,000; Women ~$95,000 — a 13.6% gap.

How to access company pay-gap data

Thing is, want to check a specific employer? Look for these places:

  • Employer pay-gap reports and public statements — many large firms publish an annual workplace gender report with base salary and total remuneration figures.
  • Company annual reports and remuneration reports — listed companies usually disclose executive pay and board composition.
  • Government employer dashboards and public registers — searchable listings show employer-reported gender data for those who must report.
  • Job ads and salary surveys — use advertised salary ranges and comparable market surveys to test offers.

When comparing employers, check whether figures are for base salary, total remuneration (including bonuses), or median vs mean — those choices change the number a lot. Bonuses, long-term incentives and share schemes usually increase male pay faster in sectors where men dominate senior roles.

Practical tips — for jobseekers and managers

Jobseekers

  • Ask for a salary range in the ad or during interview — it narrows negotiation space and exposes outliers.
  • Benchmark roles using industry salary guides — know typical base pay and typical total rewards.
  • Negotiate bonuses and equity as well as base salary — total remuneration can close a large part of the gap.
  • Check parental leave policies and flexible arrangements — they affect career progression and pay growth.

Employers and managers

  • Run regular pay audits by role, band and gender — start with base pay, then include bonuses and STI/LTI.
  • Publish pay ranges and promotion criteria — transparency reduces unconscious bias.
  • Track hiring, promotion and turnover rates by gender — changes in representation predict future pay gaps.
  • Set targets for senior roles — moving women into higher-paid jobs is the only durable way to cut the gap.

Regional differences across Australia (2024)

Pay gaps vary by state and territory. The public-sector mix, industry composition and senior-role distribution shape the difference:

  • Australian Capital Territory (ACT): 5.2% — lowest national gap, large public-sector employment.
  • New South Wales (NSW): 12.8%.
  • Victoria (VIC): 13.1%.
  • Queensland (QLD): 14.5%.
  • Western Australia (WA): 15.9% — higher due to mining sector concentrations.
  • South Australia (SA): 13.9%.
  • Tasmania (TAS): 11.6%.
  • Northern Territory (NT): 16.3% — smaller labour market, large resource industry influence.

Forecast and what to watch

If the rate of improvement seen in 2023–24 holds, the national full-time pay gap should be around 12.9% by the end of 2026. That’s a projection based on a narrowing of roughly 0.4–0.8 percentage points a year — but there are risks. A few factors to watch closely:

  • Executive hiring cycles — a wave of senior appointments of women can cut large chunks from a company’s gap quickly.
  • Bonus cycles — if bonuses recover unevenly across sectors, measured gaps may widen.
  • State economic swings — resource booms or slowdowns shift the wage mix and can push some states’ gaps higher or lower.
  • Reporting coverage — more employers reporting will change the national picture by adding smaller firms with smaller (or larger) gaps.

Real change requires shifting representation in the highest-paid roles, not just small adjustments at the bottom. That means promotion pipelines, flexible senior roles, and pay transparency — all practical levers employers can pull now.

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The 2024 data show the gender pay gap still matters — 13.7% nationally, much higher in finance and mining, and concentrated at senior levels. The next two years will tell whether recent gains keep rolling or stall. For jobseekers, that means knowing market pay and demanding transparent ranges. For employers, it means auditing pay now and fixing promotion pipelines. The numbers are clear — closing the gap is about jobs at the top as much as pay at the bottom.

This article was created with AI assistance.