Victoria public sector sees gains in women leaders, but pay gaps persist

Victoria's public sector has made progress on gender equality over the past five years, with more women moving into senior leadership and traditionally male-dominated occupations.

However, gender pay gaps remain entrenched across the sector. Sexual harassment also remains a concern, with a gap between employee experiences and formal reporting.

The findings come from the Commission for Gender Equality in the Public Sector's State of Gender Equality in Victoria’s Public Sector 2026 report. It draws on data from around 300 public sector organisations, covering about 500,000 employees across Victoria.

More women move into senior roles

Women held 57.3% of senior leadership roles in 2025, up from 53.1% in 2023.

Women account for around two-thirds of the public sector workforce. The latest figures therefore move senior leadership closer to proportional representation.

Four of 11 public sector industries reached proportional representation of women in leadership. That compares with two industries in 2023.

Public Sector Gender Equality Commissioner Dr Niki Vincent said, “Public sector workers are our nurses, train drivers, teachers, police officers and firefighters. They design the policies and services we all rely on, from water and public spaces to healthcare. 

She added, “When they work in safe, fair workplaces, with genuine opportunity to progress regardless of their gender, they can do their best work. And when they do, Victoria benefits.

“Gender equality is a matter of good governance. Meeting obligations under the Gender Equality Act is the starting point, not the finish line. Real change comes when equality is embedded in how organisations lead, manage and deliver services, with accountability that starts at the top,” Dr Vincent further commented.

Pay gaps remain across every industry

Progress in leadership has not translated into equal pay.

Gender pay gaps remain across all 11 public sector industries.

Pay gaps narrowed in seven industries. Police and emergency services recorded one of the largest improvements, with the gap falling from 18.1% to 12%.

However, the sector-wide gender pay gap has not narrowed since 2021.

The gap remains particularly wide in women-concentrated industries. Public health care recorded a 29% gap, while community and personal services recorded a 24.1% gap.

The disparity is also more pronounced at senior levels.

The mean total remuneration gap among senior leaders widened despite the increase in women's representation.

The report links this to women being more concentrated in junior, lower-paid leadership roles, while the highest-paid executive positions remain more heavily occupied by men.

“Getting more women into senior leadership is important, especially in male-concentrated and more highly paid industries,” Dr Vincent said. 

“Then we need to make sure those women continue to progress into the most senior and highly paid roles. That's why we need to look at both representation and remuneration. Either one on its own gives us an incomplete picture,” she elaborated.

“Right now, more women are reaching senior leadership, but they are landing at the junior, lower-paid end of that tier. That’s why the senior leader gender pay gap widened,” she also mentioned.

Sexual harassment remains a concern

Rates of reported sexual harassment experience have changed little since 2021.

In 2025, 6.4% of women and 3.5% of men reported experiencing sexual harassment. That represents an estimated 21,000 women and 6,000 men.

The rate was higher among non-binary and gender-diverse employees. It increased from 12.7% in 2021 to 16.9% in 2025.

The report also found higher rates among First Nations women, young women and women with disability.

A major concern is the gap between experiences and formal reporting.

Employees may disclose harassment without the incident entering an organisation's formal reporting systems. This could mean employers are underestimating the scale of the problem.

“All workplace sexual harassment is unacceptable. It's a workplace health and safety hazard, not simply a complaints issue. The gap between what employees experience and what actually gets formally reported is a serious problem that organisations need to address urgently.

Men increasingly use flexible work

The report also points to gradual changes in workplace and care patterns among men.

Men's use of flexible work increased from 14.9% in 2021 to 19.6% in 2025.

The length of men's parental leave also increased in six of the 11 industries.

Community and cultural services recorded the largest increase, at 4.2 weeks. Universities and water and land management followed, with increases of 3.6 weeks each.

TAFE and other education recorded a 2.1-week increase.

The figures suggest a gradual shift towards a more gender-equitable division of care.

Sustained action needed

Dr Vincent concluded, “As Commissioner, my focus is on the inequalities that cause the most harm and the areas with the greatest opportunity for meaningful change. That includes closing gender pay gaps, strengthening sexual harassment prevention and response, and improving the gender-equitable division of care among public sector workers.”

“Lasting workplace and cultural change is rarely immediate or linear. It takes sustained effort, consistent leadership and a clear focus on the outcomes that matter for workers and the Victorians they serve.”

The Commission said progress has been made, but several gaps remain.

Pay equality, leadership progression and sexual harassment prevention remain key areas for action.