The executive gender pay gap still favours men and has grown since 2024.
The median (middle point) gender pay gap is:
The mean (average) gender pay gap is:
Executive remuneration is the total remuneration package (TRP) given to executives. The TRP includes:
Read more about the Victorian Independent Remuneration Tribunal and executive remuneration.
In 2020, the Victorian Independent Remuneration Tribunal created remuneration bands for all public sector executives and public entity executives. The remuneration range within the bands are reviewed and updated every year.
The VPS executive remuneration bands in the table below came into effect on 2 July 2024 and applied during the data collection period for this workforce data.
New remuneration bands came into effect on 1 July 2025, after the collection period.
| Classification | Minimum total remuneration package (TRP) per annum ($) | Maximum total remuneration package (TRP) per annum ($) |
| SES 1 | 225,000 | 290,600 |
| SES 2 | 290,601 | 419,000 |
| SES 3 | 419,001 | 557,435 |
Between July 2024 and July 2025 median executive pay increased by:
These increases reflect an adjustment to public sector executive pay plus additional superannuation, to cover changes to superannuation entitlements at 1 July 2024.
Victorian Public Service median (middle point) executive pay at June 2025:
Public entity median (middle point) executive pay at June 2025:
Overall public sector median (middle point) executive pay at June 2025:
Industries with the highest median (middle point) executive gender pay gap continue to be:
Using Victorian Public Service executives as an example, this is how we measure the pay gap:
So, the pay gap for executives in the Victorian Public Service is 8.4%.