"Equal pay for equal work of equal value" is the socio-political goal that universities have also committed to achieving. One important way to check the gender-equitable distribution of resources is to look at the pay gap between men and women, also known as the Gender Pay Gap (GPG). The GPG sets women's salaries in relation to men's and describes what percentage of the average male salary the average female salary represents.
Salary data is used as the basis for calculating the gender pay gap, whereby two different types of amount are determined: On the one hand, the total amount extrapolated to an annual full-time equivalent (FTE) is determined. On the other hand, the basic salary, also extrapolated to an annual FTE, is shown. For reasons of anonymity, the pay gap is not shown for very small groups.
The basic salary includes the current monthly salary, special payments and all other current allowances, such as research allowances or overtime allowances. The total amount also includes the following salary components:
- Official allowances
- Remuneration for teaching and examination activities
- Remuneration for secondary employment
- Remuneration for ordered overtime and journal services
- One-off payments (e.g. anniversary bonuses, compensation for service inventions, etc.)
- Resignation payments
The gender pay gap of higher career levels in the academic career is reported and interpreted annually in the Intellectual Capital Report. Every four years, the GPG of all employment groups and career levels in scientific and general staff is also reported and interpreted. The salary of persons who do not work full-time, is extrapolated to a full-time equivalent, so that a lower level of employment does not affect the GPG. The age and pay scale level are due to their relevance for the GPG in the interpretation of the data always taken into account.
Information on the gender pay gap at the University of Graz can be found in the current report according to the Women's Promotion Plan/Equal Opportunities Plan and in the brochure Facts, Figures, Analyses. Equal opportunities at the University of Graz 2022.
To monitor the gender pay gap for professorships, a "pay gap radar" has been developed at the University of Graz, which enables the Rector of the University of Graz to determine at first glance how an offered salary affects the gender pay gap in his or her own area of responsibility during salary negotiations with prospective professors.