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Data released today by the Federal Government’s Workplace Gender Equality Agency (WGEA) shows that the median total remuneration pay gap for EnergyAustralia in 2023 was 36%.
We know we have more work to do as an industry and at EnergyAustralia, but gender pay gaps are driven by a range of issues that have been discussed publicly over many years – for example, the low representation of women in leadership roles or in traditionally male-dominated industries. The context at EnergyAustralia is:
- We ensure women and men with equivalent experience and skills receive the same pay for doing the same job. That is a gap that remains closed every year, and in fact, being paid the same for the same or similar work regardless of gender has been a legal requirement since 1969.
- We have more women working to support our customers at our contact centres. For several market and historical reasons, as well as the level of the roles, these roles are paid relatively less.
- As an industry, energy generation has more men working at our asset sites in relatively higher-paid roles reflecting the historically male-dominated professions with the skills and experience required. While more women are now entering these roles, our industry does have an intergenerational issue with gender representation.
- Finally, we employ a high number of short-term casuals to work on outages at our asset sites. These roles are also more highly remunerated as, given the casual nature of the role, they attract a premium rate. Generally, these roles have also historically been male-dominated.
- In terms of key management roles, our progress is better. Approximately 46% of Business Unit Leadership Team members are women; however, the figure is 30% for senior leaders.
We have taken an active role in the Champions of Change Coalition Energy Sector Group. We know that the most effective and lasting change will be achieved by working together across the sector to solve the structural and systemic challenges that underpin gender pay gaps in our sector and the community more broadly. During 2024, we expect to develop and implement the Group’s first 18-month work plan.
EnergyAustralia looks forward to progress over time in closing its gender pay gap.