Unless stated otherwise, this workforce data shows you numbers as at June 2022.
This data doesn't show the machinery of government changes that came into effect on 1 January 2023.
You can use the dropdown menu at the bottom of each chart to filter the data sets.
For some visuals, we give you a breakdown of the data by:
The industry groups are:
At the end of this page, find Excel datasets for June 2018 to June 2022.
Read more about how we define the public sector or see the full list of public sector agencies.
Many factors contribute to gender pay differences and there are many myths about why.
In the Victorian public sector:
Read more about workplace gender equality measures at Workplace Gender Equality Agency and the Commission for Gender Equality in the Public Sector.
We use the overall pay gap between women and men as a way to measure workplace gender equality.
We only report the gender pay gap in a binary way (men and women) because the number of employees with self-described gender identity is currently too small to analyse.
We work out the gender pay gap using:
This year we've included the median and mean pay gap in line with how the Commission for Gender Equality in the Public Sector (CGEPS) reports gender pay gaps. However, our numbers may be different to the CGEPS because they include other organisations in their analysis. For example, they include school employees such as teachers, administrative and other support staff in their Victorian Public Service analysis.
To work out the median pay gap for the overall public sector workforce we:
The mean pay gap in the VPS is driven by a higher percentage of men in the highest pay group and a higher percentage of women in the middle pay group.
See chart below on the gender pay gap across pay groups and pay classification.
The median gender pay gap varies by industry group.
In 2022, the median gender pay gap:
The pay gap is affected by the uneven distribution of men and women across pay bands and occupations.
Each pay group represents a third of the overall public sector workforce:
Roles in the lowest pay group are mostly filled by women and include:
Roles in the highest pay group include:
Overall, more women are employed in each pay group than men. But the percentage of men in the highest pay group is higher than the percentage of women.
For example:
You can use the chart to see the number or percentage of men and women in each pay group.
The distribution of men and women across salary ranges varies across industries. The chart below shows a breakdown of gender distribution across $20,000 salary ranges.
In the Victorian Public Service:
In creative industries, finance, transport and other:
In police and emergency services:
In public healthcare:
In TAFE and other education:
In water and land management:
In government schools:
Each pay group represents a third of the total Victorian Public Service workforce, which includes the:
More women than men are employed overall. But the percentage of men and women is unevenly distributed across the pay groups.
For example:
You can use the chart to view the number or percentage of men and women across the pay groups.
The gender pay gap in each VPS grade is small. The largest gap is in the Senior Technical Specialist grade with a gap of 2.8% or $5,793.
The median gender pay gap for non-casual employees varies by occupation group:
The median gender pay gap for non-casual employees increases with age:
This data set covers June 2018 to June 2022.
We source this data from our annual workforce and executive data collections that cover over 1,800 Victorian public sector employers.
This file has the following remuneration measures, based on full-time base salaries for non-casual Victorian public sector employees: