Celebrating our diversity

Our 2024–25 results

• Average total remuneration gender pay gap: 12.1% (significantly lower than the National average of 21.1%).
• Median total remuneration gender pay gap: 3.3% (compared to the National median of 16.4%).

A gender pay gap is not the same as unequal pay for the same role. We conduct a ‘same role’ pay gap analysis bi-annually to ensure there is no gender inequality at the same role level. Our gender pay gap is primarily influenced by workforce composition and representation across senior and technical roles.

Workforce representation

• - Women represent 42% of our total workforce;
• - Women hold 45% of manager roles;
• - Our Board maintains a 50/50 gender balance;
• - Our Board NED Chair is female;
• - Our CEO role is held by a man.

While we are proud of our balanced representation at Board and management levels relative to industry benchmarks, we acknowledge that men remain overrepresented in some senior and highly remunerated roles, particularly within technology functions. This concentration in upper pay quartiles is a key driver of our overall pay gap.

We also recognise that the inclusion of CEO remuneration in reporting from 2023–24 onwards impacts year-on-year comparability and influences overall outcomes. Importantly, our median pay gap of 3.3% reflects the strong pay equity of our workforce.

What’s driving our gender pay pap

Our analysis shows the key drivers are:

• - Representation in executive, senior and specialist technology roles;
• - Industry-wide talent pipeline challenges in technology disciplines;
• - Workforce composition across pay quartiles.

Our commitment and actions

We take a proactive, data-driven approach to gender equality. In 2024–25 we:

• - Conducted remuneration gap analysis and addressed identified gaps;
• - Set formal gender equality targets;
• - Reported gender equality and sexual harassment metrics to our governing body;
• - Maintained policies across all six WGEA Gender Equality Indicators.

Building female leadership representation

• - Continued our significant investment in our Empower Women in Leadership Program, accelerating the progression of current and emerging female leaders and for the past three years have extended the program via scholarship positions to First Nations and female trades professionals;
• - Maintained strong female representation in management (45%);
• - Set targets to further increase women’s representation in senior and key management roles.

Strengthening talent pipelines

We are focused on attracting, developing and retaining female talent across all levels of our organisation.

• - Recognised as the #1 Employer for Women in Australia (2025) – Work180;
• - Partnered with WORK180, supporting women’s careers by connecting them with employers who deliver on equity and inclusion commitments;
• - Introduced our CU Health wellbeing program, strengthening our employee value proposition and supporting holistic wellbeing;
• - Invested in impactful initiatives such as our annual International Women’s Day event supporting the Australian Charity, Dress for Success;
• - Designed technology roles with flexibility in mind, including part-time options;
• - Embedded inclusive hiring practices, including gender-neutral language and balanced shortlists wherever possible;
• - Built external partnerships to encourage and support women pursuing careers in technology.

Supporting flexibility and care

• - Provide 14 weeks of paid parental leave, with superannuation paid during leave;
• - Maintain a flexible hybrid work model that supports caring responsibilities and work-life integration.

Looking ahead

Gender equality is not a compliance exercise; it is central to our strategy, culture and long-term performance. Over the next reporting period, we will focus on:

• - Increasing female representation in executive and highly technical roles;
• - Strengthening succession pipelines for senior leadership;
• - Continuing rigorous pay equity analysis and transparent reporting;
• - Driving shared accountability across leadership for gender equality outcomes.

We are proud of our progress and equally clear-eyed about the work still to do. By continuing to take deliberate, measurable action, we remain committed to building a workplace where everyone belongs, thrives and is rewarded fairly for their contribution.