University with a separate academic pay spine: one equity analysis or two?

I joined an Australian university of about 6,500 staff six months ago and have inherited the pay equity review. Academic and professional staff are on different classification structures under the enterprise agreement, with different progression rules. Academic promotion is by application and committee; professional staff move by increment and reclassification.

The previous reviews analysed everyone in one model with a staff-type flag. It produced a single adjusted gap of 1.9% which nobody could act on, because the causes are completely different in the two populations.

I am inclined to run two analyses plus a separate look at loadings and allowances, which is where discretion sits. Does that match what others in higher education do?