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Personal benefits

Work/life balance

The Gordon offers an excellent work/life balance for staff. Standard daily working hours can be negotiated (dependent on role) to accommodate family and life commitments

Staff wellbeing

An Employee Assistance Program is in place, offering free external counselling to staff experiencing difficulties that may impact on their work. Team building activities can also be facilitated where appropriate.

An annual stress buster is organised for the last day of the working year, which involves a fun and interactive presenter to provide some light relief. 


The Institute provides flexible working options such as:

  • 50/52, 48/52 or 46/52 Employment Cycle for PACCT staff. This is an arrangement which will enable a staff member to take extra leave in addition to the normal four week annual leave in a year and receive 50, 48 or 46 weeks salary, which would be averaged and payable over 52 weeks.
  • Reduction of time-fraction
  • Flexible working hours via agreement 
  • Leave without pay

Short courses

Learn a new skill for work or just for fun… Gordon staff can access discounted vocational and personal interest short courses. The Short Courses Guide features more than 100 courses each semester in areas including art, computers, massage and writing. See our course guides


The Gordon Staff Association organises a wide range of social events for staff members and their families. Activities include subsidised end-of-term parties, family days and social functions.  

Salary sacrifice

Under the teaching and non-teaching awards, staff have the option to salary sacrifice for laptop computers or superannuation. 


 All staff members have access to the following services: 

  • Libraries
  • Bookshops
  • The Davidson – Training restaurant
  • The Studio – Training salon

Equal opportunity   

The Gordon understands the importance of a diverse workforce whose capabilities are recognised and has a responsibility to ensure that:

  • Staff with disabilities are not discriminated against by less favourable treatment or indirectly by treatment which is less favourable in its impact.
  • Reasonable adjustments are made to accommodate an employee’s disability where required.
  • Harassment of staff with disabilities is avoided and prevented. It is important to note that it is not deemed discriminatory to fail or refuse to employ a person with disabilities if the person is unable, or would be unable, to perform the inherent requirements of the position and that this inability cannot be remedied by making a reasonable adjustment.  It is against the law for someone to be treated unfairly due to a person’s actual or assumed:
    • age
    • breastfeeding
    • carer status
    • disability/impairment
    • gender identity
    • industrial activity
    • lawful sexual activity
    • marital status
    • physical features
    • political belief or activity
    • pregnancy
    • race
    • religious belief or activity
    • sex
    • sexual orientation
    • ​personal association with someone who has, or is assumed to have, one of the listed personal characteristics