As a company, we’re committed to transparency and accountability, and we want to address the WGEA data with that same openness.
Our goal is to not just meet industry standards but to actively build a stronger and more equitable workplace.
While reports like WGEA provide valuable benchmarking, true progress requires continuous action, and that means going beyond the standard surveys. We’re committed to ongoing, proactive analysis to assess our progress, implement meaningful change, and keep our employees informed as we move forward.
Strengthening Our Approach
To ensure ongoing progress, we are taking the following additional steps to embed gender equality into our policies and processes:
Annual pay equity reviews: We will now conduct structured salary reviews in May (manager salaries) and November (individual employee salaries), ensuring alignment with job title, tenure, and experience.
Training and awareness: We are introducing unconscious bias training for leaders involved in hiring and refining our career pathways program to ensure equal access to growth opportunities.
Policy and governance reviews: We are assessing our policies—including parental leave, domestic and family violence leave, and board diversity—to ensure they reflect our commitment to equity and inclusion.
Acting on gender equality
Since our last WGEA submission in March 2023, we have implemented and expanded several initiatives to drive positive change. These include:
Leadership changes: We have promoted several talented women into leadership roles, including Lynette Barlow as General Manager of Sales and Anthea O’Connor as Head of Operations.
Inclusive hiring practices: We work closely with recruitment partners to ensure a diverse candidate pool and a fair, competitive selection process.
Parental leave & flexibility: We have increased paid parental leave to 16 weeks, introduced superannuation payments for unpaid leave, and enhanced return-to-work flexibility.
Mentorship & career pathways: Our Leadher mentorship program supports women in developing the skills and confidence to advance their careers.
Pay equity & fair remuneration: We conduct annual gender pay gap analyses, integrate findings into our salary review process, and use competency frameworks to ensure fair remuneration.
Workplace wellbeing & inclusion: We have introduced gender-affirming leave, reproductive health leave, and enhanced support for employees balancing childcare responsibilities.
We are committed to continuously reviewing our policies, challenging biases, and fostering an inclusive culture to create a workplace where everyone can thrive.
