You can explore the gender pay gaps for various demographic cohorts in this interactive Intersectional Occupational Gender Pay Gap Dashboard. The dashboard includes breakdowns of gender pay gaps by ANZSCO 4-digit unit group, age group, and demographic cohorts, including CALD workers, First Nations workers, and migrants, to support an intersectional analysis of detailed gender pay gap data. This adds further intersectional insights from JSA’s existing Occupational Gender Pay Gap Dashboard, which presents pay gaps between all males and females for 688 ANZSCO 6-digit occupations.
For the total workforce, this dashboard presents data for 357 ANZSCO 4-digit occupations. Almost 1 in 4 (23%) of these occupations have a pay gap over 25%.
What pay gaps are presented?
- Cohort gender pay gaps: difference in median annual earnings in 2022-23 between males and females within the same cohort and occupation (e.g. First Nations males vs First Nations females)
- Female cohort gender pay gap to ALL males: difference in earnings in 2022-23 between female cohorts (e.g. CALD females) and the typical male in the same occupation.
- Male cohort gender pay gap to ALL males: difference in earnings in 2022-23 between male cohorts (e.g. CALD males) and the typical male in the same occupation.
- Female cohort 10-year gender pay gap to ALL males: difference in cumulative earnings over 10 years from 2010-11 to 2020-21 between female cohorts and the typical male in the same occupation.
- Male cohort 10-year gender pay gap to ALL males: same as above comparing male cohorts and the typical male in the same occupation.
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Intersectional Gender Pay Gap Dashboard
Data caveats
- Some data has been excluded due to insufficient sample sizing. This means that not all occupations may be visible for all cohorts, or there may be no values for certain pay gap calculations.
- Due to the intersectional nature of the data filtering across cohorts and by age, there are some occupations that may have a smaller sample size. For example, within the First Nations pharmacist workforce there are a much smaller cohort of males (20) compared to females (120). Therefore, pay gaps in occupations with smaller or highly masculinised/feminised workforces should be interpreted with caution.
- When viewing the whole workforce cohort, only the cohort gender pay gap and female 10-year pay gap to all males are shown. This is because males in this cohort are used as the benchmark.
- Migrants who arrived as an adult refer to migrants entering Australia aged 18 years or older, while migrants who arrived as a child refer to migrants entering Australia aged under 18 years old. Hours worked and gender segregation intensity is presented for the entire migrant cohort, with no distinction between those who arrived as adults/a child.
For detail on methodology, including how gender pay gaps, gender segregation intensity, and hours worked are calculated, see Paper 1 and the accompanying Technical Paper 1 for the Gender Economic Equality Study.