The Department of Foreign Affairs and Trade (DFAT) aims to build an inclusive workplace that projects and values diversity. We strive for workplaces that are safe, where staff feel respected and valued, and where everyone has equitable access to opportunities.
DFAT continues to make good progress towards closing the gender pay gap, which is an important element of our efforts towards achieving workplace gender equality.
As of 31 December 2024, DFAT's gender median pay gap was 3.4%, based on the earnings of substantive APS employees. This is an improvement from the 2023 median pay gap of 4.8% and the 2022 median pay gap of 5.0%.
DFAT's gender pay gap is not caused by women being underrepresented in senior roles, the number of women in senior leadership positions remains high and is trending upward.
DFAT conducts workforce analysis and reporting, tracks the composition of governing bodies, provides flexible working arrangements, consults with staff regarding workplace gender equality, and offers support and recourse mechanisms for issues related to sexual harassment and discrimination. These measures allow us to track the gender pay gap and identify areas for improvement.
DFAT monitors the six WGEA gender equality indicators through its implementation plan for the Department's Inclusion, Equity and Diversity Strategy. The department will identify three new gender equality targets this year.
DFAT's gender profile
As of 31 December 2024, DFAT's workforce was 59% women.
Since 2014, DFAT has implemented targeted initiatives to increase representation of women in Senior Executive Service (SES) and overseas Heads of Mission (HOM) and Heads of Post (HOP) roles.
As of 31 December 2024, DFAT maintained a representation of women in the top two pay quartiles: 52% of SES positions, compared to 34% in 2015, and 47% of HOM/HOP roles, an increase from 27% in 2015.
Despite maintaining gender balance in senior roles/pay classifications, there is a higher proportion of women represented at the lower pay classifications. In December 2024, DFAT had 63% women at the lower middle pay quartile and 64% women in the lowest pay quartile.
Looking forward
DFAT's Inclusion, Equity and Diversity Strategy sets out our overall approach to gender equality, including goals for gender balance in the workforce and all business areas. DFAT's Inclusion, Equity and Diversity Committee, comprised of inclusion champions, diversity networks, and enabling services areas, oversees these efforts.
DFAT will continue to implement our targets for SES and HOMs/HOPs of 40% women, 40% men and 20% any gender.
The distribution of women across classification levels significantly influences the gender pay gap, with a higher concentration of women in lower classifications and lower pay quartiles contributing to the overall gap.
DFAT will continue to aim for gender-balanced outcomes for all pay classifications, business areas, and job functions. We will continue to focus on increasing the proportion of women in higher classifications and reducing or eliminating any structural barriers that may prevent women employed at lower employment classifications from moving to higher classifications.
Given the significant proportion of employees based overseas, DFAT will continue pursuing balanced outcomes by gender when determining posting outcomes and ensure equitable access to overall remuneration structures such as overseas allowances.
DFAT continues to support all staff, regardless of gender, to take parental leave. The uptake of male carers taking parental leave (as primary and secondary carers) increased from 52 officers in 2023 to 134 officers in 2024. We will continue to promote and encourage the uptake of flexible arrangements and parental leave by men.