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The WGEA is an Australian Government statutory agency created by the Workplace Gender Equality Act 2012. The Agency is charged with promoting and improving gender equality in Australian workplaces. It aims to:

  • Promote and improve workplace gender equality, including equal pay for women and men,
  • Recognise disadvantages in the workplace due to gender, and help employers remove barriers,
  • Encourage employers to end gender discrimination, including for family and caring responsibilities,
  • Promote consultation between employers and employees about workplace gender equality, and,
  • Boost Australian business productivity and competitiveness by advancing workplace gender equality.

WGEA Gender Pay Gap Employer Statement


At Equip Super, we are committed to fostering a diverse and inclusive culture where all team members are treated fairly, respectfully, and equitably regardless of background, views and perspectives.

Part of this commitment includes supporting gender inclusion within the Fund. Currently we have a gender balanced* leadership team with 55 per cent men and 45 per cent women on the executive team and nearly 40 per cent of leadership roles held by women. This is something that we should be very proud of. 

All of our people policies have been designed to better support diversity and inclusion in the workplace. This includes our flexible and hybrid work policy that supports gender equality and empowers team members to shape a work-life that suits them. Our parental leave policy provides 16 weeks paid leave with no eligibility period and we continue superannuation payments for up to 52 weeks even if our people are on unpaid leave. In addition, we offer quarterly wellbeing days and personal, to allow our people to take care of themselves and their loved ones.

But our work doesn’t stop there. Our gender pay gap for total remuneration currently sits at 10.3 per cent and our median pay gap is 8.7 per cent, although this is significantly better than the financial services industry average, it shows that there is still work to be done. 

To further our work in closing the gap and to better support gender diversity in the workplace, we continue to monitor any like-for-like pay gaps to ensure women and men doing similar work are paid the same. In addition, we have collaborated with recruiters to develop clear hiring principles that better promote gender diversity and inclusion through our hiring process. We are proud to be part of Women in Super and encourage our people to actively take part. 

Diversity and inclusion is an ongoing focus that we continue to foster and evolve at the fund. The people frameworks, policies, and strategies we have implemented at Equip Super build on our inclusive culture and support our people while positioning our fund for the future.  

Scott Cameron, CEO 

 

* Gender Balance is defined as 40% male: 40% female: 20% open for either gender or those that are non-binary. 

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