Abstract This paper analyses gender and pay in Revenue, one of the largest public sector employers in the state, and identifies a mean gender pay gap of 16 per cent. Once the civil service grade, working patterns, the type of pay scale, the point on pay scale, and the level of non-basic pay are considered, the gender pay gap is eliminated. When decomposed using the Blinder-Oaxaca method, approximately three-quarters of the gender pay gap is due to grade differences, while approximately one-quarter is due to working patterns. None of the gap is explained by men earning a higher return for the same observed characteristics as women. In other words, unequal pay caused by direct gender discrimination does not play any role in the observed pay gap. Given that gender imbalance across grades is the dominant explanation for the pay gap, and may itself reflect indirect gender discrimination, the paper concludes with policy recommendations to support the advancement of female employees to higher grades and to monitor the equality outcomes from flexible work practices in the post-pandemic labour market.

中文翻译：

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收入中的性别薪酬差距

摘要 本文分析了该州最大的公共部门雇主之一收入部门的性别和薪酬，并确定了 16% 的平均性别薪酬差距。一旦考虑到公务员等级、工作模式、薪酬等级类型、薪酬等级点和非基本薪酬水平，性别薪酬差距就消除了。当使用 Blinder-Oaxaca 方法分解时，大约四分之三的性别薪酬差距是由于等级差异造成的，而大约四分之一是由于工作模式造成的。没有任何差距可以用与女性相同的观察特征获得更高回报的男性来解释。换言之，由直接性别歧视引起的薪酬不平等在观察到的薪酬差距中没有任何作用。鉴于不同年级的性别失衡是薪酬差距的主要解释，