3.1 We will continue to strengthen our commitment to gender equality by delivering on pay parity by 2028

Our data demonstrates that we still have not achieved pay parity. It currently sits at 4 per cent – well ahead of the national median gap for our sector (7 percent). According to Workplace Gender Equality Agency, the national gap is 20 percent. In our survey, employees commented on the importance of pay parity also.

I would recommend that the most important thing to do to eliminate gender inequality would be to immediately eradicate gender pay gaps across the organisation. Target a more culturally diverse cross-section of community in its job advertising, and deliberately employ First Nations people proportional to population percentage.”

Our audit data has shown the gender pay gap is most pronounced when comparing banding levels and workforce participation status. We have identified that this disparity can be attributed to the effect of additional allowances. Comparing salaries across banding levels, which include a mix of office-based employees (no additional allowances) with outdoor and field employees, who receive additional allowances, this pay disparity becomes visible. The gap is also evident across our workforce from ages 15–45 years – the ages that women tend to drop out of the workforce to have, and care for, children.

Objective 3.1.1

Critically review, and comprehensively map and analyse the impacts of varying allowances on our gender pay gap

We have identified that there are some greater disparities when we compare participation and remuneration across bandings and different professional categories.

Objective 3.1.2

Improve our capacity to track pay parity in order to identify ongoing or emerging issues in accordance with intersectional measures

By harnessing and advancing our digital reporting capabilities, we will be able to improve the way we can track and measure any deviations in our gender pay gap.