WGEA Statement

WGEA statement 2022-2023

Lauriston’s median total remuneration pay gap is 7.6%. This compares favourably against the Preschool and school education group (250-499 employees) where the gender pay gap is 9.4% and also against the Preschool and school education group (all employers) where the pay gap is 8.3%.

We have undertaken a pay gap analysis for the 2022-2023 reporting period and the reasons for this pay gap are as follows:

  1. A large percentage of the workforce are female (79%) and females represent a significant proportion of staff in lower paid roles such as child care, administration and sports coaching.
  2. Lauriston has a very high proportion of females in part time (93%) and casual work (73%)
  3. Some senior leadership roles and positions of responsibility cannot be undertaken on a part time / casual basis and I our experience it is generally women that seek part time work to balance family / caring responsibilities.
  4. Many staff who take longer periods of parental leave are female. Female staff returning to work after a period of parental leave may choose to work in a part time capacity so they can also undertake family caring responsibilities.
  5. Female staff moving to part time employment to take on caring responsibilities for ageing parents or to look after grandchildren.
  6.  The majority of our higher paid staff are members of the teaching staff and senior management. Most full-time males employed in the School are teachers with greater than 10 years’ experience and these staff are paid at the top of the salary scale. We also have a large number of female staff with greater than 10 years’ experience (at the top salary scale) however many of our early career teachers with less than 10 years’ experience are female and paid at a lower salary level.


Lauriston has an equal pay approach and the majority of staff employed at the School are covered by a collective agreement. Employees are paid the same regardless of gender. Salaries will differ depending on the years of experience or level classification of a particular role.

The number of females employed in key management and senior management roles has increased over the last 4 years however this is offset by the large number of females in lower paid roles (in areas where men do not seek employment).

In analysing our data, we acknowledge it is difficult to compare between schools as the programs on offer, the workforce gender mix and balance between full time / part time / casual mix will vary and this will have an impact on the pay gap for each organisation.

Lauriston strives to support our staff through different life stages by offering parental leave for both parents, flexible working practices to support caring responsibilities, the provision of domestic violence leave.

We continue to look at the differences in the remuneration profile of our workforce to see if there are ways to reduce our gender gap further.