At DKSH Australia, we are committed to understanding and addressing the complexities of the gender pay gap, as highlighted by the recent WGEA survey. We value the transparency provided by WGEA in publishing these metrics, which empower us to take informed, meaningful action.
At DKSH Australia, we are steadfast in our dedication to narrowing the gender pay gap through ongoing initiatives. It is essential to distinguish between "gender pay" and "equal pay." Our Equal Pay approach ensures that employees performing the same job or work of comparable value receive equitable compensation. This commitment is upheld through a non-discriminatory, gender-neutral job evaluation process that considers objective factors such as experience, performance, skills, and job responsibilities. We also apply a consistent salary benchmarking to maintain a fair and transparent compensation structure. The reported gender pay gap reflects overall differences in average pay between men and women, primarily influenced by the higher representation of men in senior, higher-paying roles. However, a gender pay gap does not necessarily indicate an equal pay gap, as pay differences may be driven by legitimate and explainable factors rather than unequal pay for equal work.
In the past 12 months, we have made significant strides, increasing the representation of women in managerial roles to 37%. Our focus remains firmly on enhancing gender diversity across all levels, particularly in leadership positions.
Our commitment to continuous improvement in gender pay equity is driven by a holistic approach and collaborative efforts between our local HR team and senior leaders. Key initiatives include:
1. Regular Pay Audits
Annual pay audits, integrated into the Annual Salary Review processes, help us systematically identify and address gender pay disparities. These audits provide critical insights to guide corrective measures.
2. Learning and Development
Ongoing training and education initiatives foster awareness of gender biases and promote a culture of inclusivity and equality.
3. Flexible Work Policies
Our flexible work policies accommodate diverse needs, recognizing the importance of flexibility in achieving gender equality.
4. Parental Leave Policy
In 2024, DKSH introduced a paid parental leave scheme for all employees, regardless of gender. While this policy is inclusive, it particularly supports working mothers by enabling them to care for and raise their families with financial backing from DKSH.
5. Leadership Development
We are committed to building a diverse leadership pipeline, guided by principles of gender equity. Our leadership development programs actively encourage talented individuals—regardless of gender—to progress within the organization.
6. Inclusive Recruitment Practices
Our recruitment processes are continually refined to eliminate biases and promote diversity at all organizational levels.
We understand that addressing gender equality is a multifaceted and ongoing journey. By recognizing and addressing key factors highlighted in the WGEA data—such as occupational segregation, work hours, unconscious bias, career progression opportunities, and leadership representation—we reaffirm our commitment to creating a fair and equitable workplace for all.
