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Our progress reducing the pay gap
For the past 5 years we have been measuring, understanding and responding to our gender pay gap. Calculating our gender pay gap helps measure how inclusive we are.
Our gender pay gap shows the difference between the average or median pay of women and men across the ACCC and AER.
In 2020 we set goals to reduce our pay gap to 3% by 2030. We’ve exceeded these goals early and reduced our pay gap to 1.0% in 2024. We are on track to reduce our pay gap in 2025 and beyond.
Our progress shown each calendar year is:
- 9% in 2019
- 5.2% in 2020 and 2021
- 5% in 2022
- 1.6% in 2023
- 1.0% in 2024
Our next steps to end the pay gap
We’ve narrowed the pay gap and now it’s time to end it. Next, we will:
- Update our pay gap strategy so that it remains aspirational, after having reached our original goals earlier than expected.
- Analyse and address our gender composition by age, job family, APS level and occupation type.
- Measure the use of flexible work by women and men at all levels and highlight its use at senior levels to help reduce ‘flexibility stigma’.
- Measure the use of parental leave by women and men at all levels.
- Measure the impact experienced by women and men at all levels when using flexible work or taking parental leave.
- Maintain our zero-tolerance of sexual harassment and discrimination through training and reinforcement of our policies, clear reporting mechanisms and a supportive environment.
Monitoring our gender equality
We will continue to monitor and report on gender equity indicators required in the Workplace Gender Equality Act 2012. Our monitoring shows:
- We recognise that improving our gender composition at all levels of the workforce is a key driver for narrowing our pay gap.
- Our gender composition of our governing body is 71% women and 29% men as at 31 December 2024.
- We sustain equal renumeration by using regular gap analysis to prevent gender bias in our remuneration review process, such as commencement, annual salary reviews and performance reviews.
- We are on track to reduce our pay gap for the 2025 calendar year.
- Our employment conditions relating to flexible working and supporting family are available to men and women. In 2024, 92% of parental leave taken was accessed by women, down from 98% in the previous calendar year.
- We consult with employees on issues concerning gender equality through our Gen2 (Gender and Generations) Network and Employee Council.
- We take action to protect all employees from sexual harassment, and harassment and discrimination on the grounds of sex.
Download our Gender pay gap employer statement
This statement supplements our gender equality data which is published on the Workplace Gender Equality Agency (WGEA) website.
Our Gender pay gap employer statement highlights the progress we’re making to end our gender pay gap.