PM&C is committed to achieving gender equity which includes ensuring our staff receive equal pay for equal work, regardless of gender. To review whether the Department is meeting this commitment, we analyse gendered remuneration annually using data and outcomes from the APS Remuneration Survey, which informs the APS Remuneration Report. The report provides an annual snapshot of remuneration across the Australian Public Service (APS) and helps us monitor and address any gender-based differences in pay.
The most recent data, shows PM&C’s gender pay gap was 2.1% at December 2025, a 1.2 percentage point decrease from 2024 and 2 percentage points below the overall APS rate of 4.1%. This is based off the Australian Public Service’s (APSC’s) primary gender pay gap calculation using an average (mean) base salary metric.
PM&C continues to have no, or negligible, gender pay gap at most classification levels. This indicates that women and men undertaking work of similar value are remunerated relatively equally (Table 1).
Table 1 – PM&C gender pay gap by substantive classification – December 2025*
| Substantive classification | Gender pay gap |
|---|---|
| APS 4 | -2.2% |
| APS 5 | 0.0% |
| APS 6 | 0.0% |
| EL 1 | 0.0% |
| EL 2 | 0.0% |
| SES 1 | 0.0% |
| SES 2 | -0.9% |
| PM&C | 2.1% |
*APS 1, APS 2, APS 3 and SES B3 classifications are excluded from Table 1 due to the small number of employees in each cohort (<10). However, these employees contribute to the overall PM&C gender pay gap. In line with APS Remuneration Surveys requirements, the Secretary and casual employees are excluded.
Gender distribution
PM&C’s gender pay gap is largely driven by the distribution of women and men across the classifications. This distribution has been evening out over recent years, reducing the organisational gender pay gap. Women made up 67% of all PM&C employees in 2025. Representation of women at senior levels continues to increase, with women comprising 61% of the SES cohort in 2025, up 4.0 percentage points from 2024. This contributed to the improvement in the gender pay gap between 2024 and 2025.
Given the gender pay gap at the classification levels is relatively low, the larger proportion of females at the lower classifications is the main driver behind the 2.1% organisational pay gap (see Figure 2 and Table 2). The larger proportion of women at the APS 1-6 level (44% compared to 38% for men) means the average female salary is lower, resulting in an overall gender pay gap.
Figure 2 – Proportion of women and men at each substantive classification, December 2025
Table 2 – Proportion of women and men at each substantive classification, December 2025
| Substantive Classification | Women | Men |
|---|---|---|
| APS 1-3 | 1% | 1% |
| APS 4 | 5% | 3% |
| APS 5 | 12% | 12% |
| APS 6 | 26% | 22% |
| EL 1 | 33% | 37% |
| EL 2 | 17% | 15% |
| SES | 5% | 7% |
What next
PM&C will continue efforts to close the pay gap through a number of levers, including initiatives within the PM&C Inclusion and Diversity Strategy 2023-26. Our policies, strategies and activities are well placed to support the 6 Workplace Gender Equality Agency (WGEA) Gender Equality Indicators and alignment with the APS Gender Equality Strategy 2021-26.
This includes all aspects of our modern and attractive employment framework which supports people of all genders and backgrounds to participate at PM&C and remove barriers to career progression, such as flexible work, parental leave, breastfeeding entitlements, a transparent performance framework and annual pay advancement (including for eligible employees on parental leave).
PM&C’s existing classification salary bands provide parameters to control gender pay inequity. Within the bands, men and women may be paid at different pay-points dependant on levels of skills and experience, usually commencing at the lowest pay point on promotion or engagement then moving up each year.
PM&C is proud of its employee-led Gender Equality Network that champions for equal opportunity and gender equality, supporting all employees to succeed in their professional and personal lives. Like with all PM&C Employee Networks, the Gender Equality Network contributes to a culture where everyone feels valued, safe and included at work.
Other gender pay gap metrics
From 2025 in line with requirements of the Workplace Gender Equality Act 2012, WGEA have released APS agency-level gender pay gap results. WGEA will include casuals and the Secretary/CEO equivalents in their gender pay gap calculation. Unlike the APSC’s mean base salary metric, WGEA will use a median, meaning their result will vary from the result presented here. In line with the APSC, PM&C will continue to report the Gender pay gap excluding casuals and the Secretary.