Equality is everyone’s business

Future Super believes that companies perpetuating inequality are a risky investment. That’s why we screen out companies with all male boards. We also know that as a superfund, we have the power to advocate for change within companies we might invest in. So for the second year, we’ve asked ASX100 companies to improve their gender equity.

We hate closed-off boardroom meetings as much as the next person, so here is our advocacy on gender equity in plain view.

See how companies scored & what you can do to help.

THE STATE OF GENDER EQUALITY IN ASX100 COMPANIES

When we went to look at gender equity, we realised there was no way to see how companies are treating their workers based on gender. So we conducted our own research and thought everyone deserved to see. Read the report.

UNEQUAL

EQUAL

Colour shows data transparency

Limited

Some

Adequate

Size shows no. of employees

500

2,500

10,000

This research is based on data compiled by the Workplace Gender Equality Authority (WGEA), the government agency tasked with promoting and improving gender equality in the workplace. We used this data, plus current workforce composition to place Australia’s largest companies on a continuum from leaders to laggards.

According to the Workplace Gender Equality Act 2012, not all employers meet the requirements for mandatory reporting, therefore our analysis considered only those within the ASX100 that did (a total of 86 companies). Some companies on the ASX100 who have multiple entities (i.e. Rio Tinto Aluminium Ltd, Rio Tinto Services Ltd) are required to file multiple WGEA reports, so we have represented them with a single composite score for the parent company.

More information on the analysis can be found in the Equality Is Everyone's Business report.

What You Can Do

Statistics are easy to ignore. People aren’t.

Share your experiences of unequal treatment at work because of gender and make your voice heard. As part of our advocacy, we're bringing stories and messages of people’s lived experience with gender inequality to the ASX100. Help send the message that equality is everyone’s business. Call 1800 ALL EQL and follow the prompts. Questions before you call? Read our FAQs.

Share your story

1800 ALL EQL

The Issue IRL

The state of gender equity isn’t in the data. It’s in the experiences of people across Australia, here are their stories.

What can companies do better?

We asked every business in the ASX100 to lead the charge for change by making commitments to improve on gender equality in the following seven areas. Here are the asks:

1

Be more transparent

Publishing data is good business. Shareholders (including members of super funds) increasingly want to be able to review a company’s performance on gender equality in the same way they can review its financial performance.

2

Create clear targets

Company leaders set performance targets across a range of metrics. Gender equity should be one of them. Writing a policy is meaningless if it's perceived within the company as a token gesture. Creating targets and reporting against them incentivises meaningful action at all levels of the business.

3

Crunch the numbers

Understanding how the numbers add up supports real, specific, evidence-based progress on gender equality.

4

Eliminate bias

Recruitment, remuneration and promotion all involve a variety of human inputs that are susceptible to gender bias. Anonymising applicant responses, providing transparent salary ranges and standardising performance reviews are just a few of the many readily available methods companies can employ to eliminate bias.

5

Offer real flexibility

Providing the opportunity for both men and women to balance career and home duties is an essential element in achieving gender equality. Working part-time does not mean a woman is less committed to her job. Men should not be made to feel that flexible working conditions are only meant for women. Policies need to be put in place, but senior leaders also need to model and champion flexible work practices to ensure that company culture keeps up.

6

Look after parents

Employer-funded paid parental leave is still not the norm in Australia, but it should really only be the beginning. A robust and inclusive parental leave policy should consider how employees balance their careers and family, regardless of gender; taking into account the employee’s career goals, as well as their potential needs regarding work flexibility, childcare and school holiday care.

7

Support women’s career progression

Greater diversity in leadership delivers better business outcomes. At Future Super, we have already stopped investing in companies that have an all-male board (yes, they definitely still exist). Businesses should take an active approach by setting internal targets for female representation in leadership, offering mentoring and networking opportunities, and by embedding flexibility into all levels of the company structure.

ASX100 commitments to gender equality in 2020

Full transparency. Here’s a live list of what companies have committed to off the back of the research and recommendations.

Company Ask Response Date
AGL Energy Limited Publish gender pay gap statistics publicly, including breakdown by organisational level. No response
AGL Energy Limited Make salary ranges transparent to staff and applicants during recruitment and promotion processes No response
ALS Ltd. Offer parental leave at full pay for at least 8 weeks to primary carers and at least 4 weeks to secondary carers regardless of gender No response
ALS Ltd. Senior leaders champion and encourage uptake of parental leave and flexible work for all genders No response
ALS Ltd. Encourage and support men across your organisation to take parental leave and to utilise flexible work options No response
ALS Ltd. Make paid parental leave available to staff from commencement of employment No response
ALS Ltd. Consider staff on parental leave for promotions and include them in salary reviews and bonus schemes No response
ALS Ltd. Continue superannuation contributions to staff during paid and unpaid parental leave No response
ALS Ltd. Backup flexible work options with a supportive culture and the proper infrastructure to help staff flourish No response
ALS Ltd. Provide non-leave support for employees with family or caring responsibilities (e.g. onsite childcare, breastfeeding facilities etc.) No response
AMP Ltd. Publish gender pay gap statistics publicly, including breakdown by organisational level. No response
AMP Ltd. Publish data publicly on factors that contribute to the gender pay gap (e.g. uptake of parental leave and flexible work options by gender) No response
AMP Ltd. Make salary ranges transparent to staff and applicants during recruitment and promotion processes No response
Ansell Ltd. Sign the WGEA Pay Equity Pledge Made a commitment 28/11/2019
Ansell Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes Declined 28/11/2019
Aristocrat Leisure Ltd. Sign the WGEA Pay Equity Pledge Made a commitment 19/12/2019
Aristocrat Leisure Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes Made a commitment 19/12/2019
ASX Limited Sign the WGEA Pay Equity Pledge Declined 24/12/2019
ASX Limited Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes Declined 24/12/2019
Aurizon Holdings Ltd. Offer parental leave at full pay fat least 4 weeks to secondary carers regardless of gender Declined 22/11/2019
Aurizon Holdings Ltd. Senior leaders champion and encourage uptake of parental leave and flexible work for all genders Declined 22/11/2019
Aurizon Holdings Ltd. Encourage and support men across your organisation to take parental leave and to utilise flexible work options Declined 22/11/2019
Aurizon Holdings Ltd. Make paid parental leave available to staff from commencement of employment Declined 22/11/2019
Aurizon Holdings Ltd. Consider staff on parental leave for promotions and include them in salary reviews and bonus schemes Declined 22/11/2019
Aurizon Holdings Ltd. Backup flexible work options with a supportive culture and the proper infrastructure to help staff flourish Declined 22/11/2019
AusNet Services Ltd. Publish gender pay gap statistics publicly, including breakdown by organisational level. No response
AusNet Services Ltd. Publish data publicly on factors that contribute to the gender pay gap (e.g. uptake of parental leave and flexible work options by gender) No response
AusNet Services Ltd. Make salary ranges transparent to staff and applicants during recruitment and promotion processes No response
Australia & New Zealand Banking Group Ltd. Make salary ranges transparent to staff and applicants during recruitment and promotion processes Declined 2/12/19
Bank of Queensland Ltd. Publish gender pay gap statistics publicly, including breakdown by organisational level. No response
Bank of Queensland Ltd. Publish data publicly on factors that contribute to the gender pay gap (e.g. uptake of parental leave and flexible work options by gender) No response
Bank of Queensland Ltd. Make salary ranges transparent to staff and applicants during recruitment and promotion processes No response
Beach Energy Ltd. Sign the WGEA Pay Equity Pledge No response
Beach Energy Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Bendigo and Adelaide Bank Ltd. Sign the WGEA Pay Equity Pledge Declined 13/01/2020
Bendigo and Adelaide Bank Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes Declined 13/01/2020
BHP Group Ltd. Make salary ranges transparent to staff and applicants during recruitment and promotion processes Declined 10/12/2019
BlueScope Steel Ltd. Offer parental leave at full pay at least 4 weeks to secondary carers regardless of gender Declined 26/11/2019
BlueScope Steel Ltd. Senior leaders champion and encourage uptake of parental leave and flexible work for all genders Declined 26/11/2019
BlueScope Steel Ltd. Encourage and support men across your organisation to take parental leave and to utilise flexible work options Declined 26/11/2019
BlueScope Steel Ltd. Make paid parental leave available to staff from commencement of employment Declined 26/11/2019
BlueScope Steel Ltd. Consider staff on parental leave for promotions and include them in salary reviews and bonus schemes Declined 26/11/2019
BlueScope Steel Ltd. Continue superannuation contributions to staff during paid and unpaid parental leave Declined 26/11/2019
BlueScope Steel Ltd. Backup flexible work options with a supportive culture and the proper infrastructure to help staff flourish Declined 26/11/2019
Boral Ltd. Sign the WGEA Pay Equity Pledge No response
Boral Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Brambles Ltd. Sign the WGEA Pay Equity Pledge Considering 20/12/2019
Brambles Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes Considering 20/12/2019
Caltex Australia Ltd. Publish gender pay gap statistics publicly, including breakdown by organisational level No response
Carsales.com Ltd. Publish gender pay gap statistics publicly, including breakdown by organisational level. Declined 18/12/2019
Carsales.com Ltd. Make salary ranges transparent to staff and applicants during recruitment and promotion processes Declined 18/12/2019
Challenger Ltd. Make salary ranges transparent to staff and applicants during recruitment and promotion processes Considering 20/12/2019
Charter Hall Group Make salary ranges transparent to staff and applicants during recruitment and promotion processes Declined 13/12/2019
Charter Hall Group Offer parental leave at full pay at least 4 weeks to secondary carers regardless of gender No response
Charter Hall Group Make paid parental leave available to staff from commencement of employment No response
CIMIC Group Ltd. Offer parental leave at full pay at least 4 weeks to secondary carers regardless of gender No response
CIMIC Group Ltd. Senior leaders champion and encourage uptake of parental leave and flexible work for all genders No response
CIMIC Group Ltd. Encourage and support men across your organisation to take parental leave and to utilise flexible work options No response
CIMIC Group Ltd. Make paid parental leave available to staff from commencement of employment No response
CIMIC Group Ltd. Consider staff on parental leave for promotions and include them in salary reviews and bonus schemes No response
CIMIC Group Ltd. Continue superannuation contributions to staff during paid and unpaid parental leave No response
CIMIC Group Ltd. Backup flexible work options with a supportive culture and the proper infrastructure to help staff flourish No response
Coca-Cola Amatil Ltd. Offer parental leave at full pay at least 4 weeks to secondary carers regardless of gender Declined 18/12/2019
Coca-Cola Amatil Ltd. Senior leaders champion and encourage uptake of parental leave and flexible work for all genders Declined 18/12/2019
Coca-Cola Amatil Ltd. Encourage and support men across your organisation to take parental leave and to utilise flexible work options Declined 18/12/2019
Coca-Cola Amatil Ltd. Make paid parental leave available to staff from commencement of employment Declined 18/12/2019
Coca-Cola Amatil Ltd. Consider staff on parental leave for promotions and include them in salary reviews and bonus schemes Declined 18/12/2019
Coca-Cola Amatil Ltd. Continue superannuation contributions to staff during paid and unpaid parental leave Declined 18/12/2019
Cochlear Ltd. Sign the WGEA Pay Equity Pledge No response
Cochlear Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Coles Group Ltd. Publish gender pay gap statistics publicly, including breakdown by organisational level. No response
Coles Group Ltd. Publish data publicly on factors that contribute to the gender pay gap (e.g. uptake of parental leave and flexible work options by gender) No response
Coles Group Ltd. Make salary ranges transparent to staff and applicants during recruitment and promotion processes No response
Commonwealth Bank of Australia Sign the WGEA Pay Equity Pledge Declined 20/12/2019
Commonwealth Bank of Australia Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes Declined 20/12/2019
Computershare Ltd. Sign the WGEA Pay Equity Pledge Considering 18/12/2019
Computershare Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes Considering 18/12/2019
Crown Resorts Ltd. Sign the WGEA Pay Equity Pledge No response
Crown Resorts Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
CSL Limited Sign the WGEA Pay Equity Pledge No response
CSL Limited Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Dexus Make salary ranges transparent to staff and applicants during recruitment and promotion processes Declined 4/12/2019
Dexus Offer parental leave at full pay at least 4 weeks to secondary carers regardless of gender Declined 18/12/2019
Domino's Pizza Enterprises Ltd. Sign the WGEA Pay Equity Pledge Declined 16/12/2019
Domino's Pizza Enterprises Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes Declined 16/12/2019
Domino's Pizza Enterprises Ltd. Publish gender pay gap statistics publicly, including breakdown by organisational level. Considering 16/12/2019
Domino's Pizza Enterprises Ltd. Publish data publicly on factors that contribute to the gender pay gap (e.g. uptake of parental leave and flexible work options by gender) Considering 16/12/2019
Downer EDI Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Evolution Mining Ltd. Sign the WGEA Pay Equity Pledge No response
Evolution Mining Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Flight Centre Travel Group Ltd. Sign the WGEA Pay Equity Pledge No response
Flight Centre Travel Group Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Fortescue Metals Group Ltd. Publish gender pay gap statistics publicly, including breakdown by organisational level. Declined 20/12/2019
Fortescue Metals Group Ltd. Publish data publicly on factors that contribute to the gender pay gap (e.g. uptake of parental leave by gender, retention/turnover by gender) Declined 20/12/2019
Fortescue Metals Group Ltd. Make salary ranges transparent to staff and applicants during recruitment and promotion processes Declined 20/12/2019
Goodman Group Sign the WGEA Pay Equity Pledge Declined 22/11/2019
Goodman Group Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes Declined 22/11/2019
Iluka Resources Ltd. Sign the WGEA Pay Equity Pledge No response
Iluka Resources Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Incitec Pivot Ltd. Offer parental leave at full pay for at least 4 weeks to secondary carers regardless of gender No response
Incitec Pivot Ltd. Senior leaders champion and encourage uptake of parental leave and flexible work for all genders No response
Incitec Pivot Ltd. Encourage and support men across your organisation to take parental leave and to utilise flexible work options No response
Incitec Pivot Ltd. Make paid parental leave available to staff from commencement of employment No response
Incitec Pivot Ltd. Consider staff on parental leave for promotions and include them in salary reviews and bonus schemes No response
Incitec Pivot Ltd. Continue superannuation contributions to staff during paid and unpaid parental leave No response
Incitec Pivot Ltd. Backup flexible work options with a supportive culture and the proper infrastructure to help staff flourish No response
Insurance Australia Group Ltd. Publish gender pay gap statistics publicly, including breakdown by organisational level. Declined 20/12/2019
Insurance Australia Group Ltd. Publish data publicly on factors that contribute to the gender pay gap (e.g. uptake of parental leave and flexible work options by gender) Declined 20/12/2019
Insurance Australia Group Ltd. Make salary ranges transparent to staff and applicants during recruitment and promotion processes Declined 20/12/2019
James Hardie Industries plc Sign the WGEA Pay Equity Pledge No response
James Hardie Industries plc Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
JB Hi-Fi Ltd. Sign the WGEA Pay Equity Pledge Considering 20/12/2019
JB Hi-Fi Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes Declined 20/12/2019
Lendlease Group Publish gender pay gap statistics publicly, including breakdown by organisational level. No response
Lendlease Group Publish data publicly on factors that contribute to the gender pay gap (e.g. uptake of parental leave and flexible work options by gender) No response
Lendlease Group Make salary ranges transparent to staff and applicants during recruitment and promotion processes No response
Link Administration Holdings Ltd. Sign the WGEA Pay Equity Pledge Made a commitment 19/12/2019
Link Administration Holdings Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes Made a commitment 19/12/2019
Macquarie Group Limited Sign the WGEA Pay Equity Pledge No response
Macquarie Group Limited Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Medibank Private Ltd. Publish gender pay gap statistics publicly, including breakdown by organisational level. Declined 4/12/19
Medibank Private Ltd. Publish data publicly on factors that contribute to the gender pay gap (e.g. uptake of parental leave and flexible work options by gender) Made a commitment 4/12/19
Medibank Private Ltd. Make salary ranges transparent to staff and applicants during recruitment and promotion processes Declined 4/12/19
Mirvac Group Make salary ranges transparent to staff and applicants during recruitment and promotion processes Declined 4/12/19
National Australia Bank Ltd. Offer parental leave at full pay for at least 4 weeks to secondary carers regardless of gender Declined 20/12/2019
National Australia Bank Ltd. Senior leaders champion and encourage uptake of parental leave and flexible work for all genders Declined 20/12/2019
National Australia Bank Ltd. Encourage and support men across your organisation to take parental leave and to utilise flexible work options Declined 20/12/2019
National Australia Bank Ltd. Make paid parental leave available to staff from commencement of employment Declined 20/12/2019
National Australia Bank Ltd. Consider staff on parental leave for promotions and include them in salary reviews and bonus schemes Declined 20/12/2019
National Australia Bank Ltd. Continue superannuation contributions to staff during paid and unpaid parental leave Declined 20/12/2019
Newcrest Mining Ltd. Sign the WGEA Pay Equity Pledge No response
Newcrest Mining Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
NIB Holdings Ltd. Offer parental leave at full pay for at least 4 weeks to secondary carers regardless of gender Considering 26/11/2019
NIB Holdings Ltd. Senior leaders champion and encourage uptake of parental leave for all genders Considering 26/11/2019
NIB Holdings Ltd. Encourage and support men across your organisation to take parental leave Considering 26/11/2019
NIB Holdings Ltd. Make paid parental leave available to staff from commencement of employment Considering 26/11/2019
NIB Holdings Ltd. Consider staff on parental leave for promotions and include them in salary reviews and bonus schemes Considering 26/11/2019
NIB Holdings Ltd. Continue superannuation contributions to staff during paid and unpaid parental leave Considering 26/11/2019
NIB Holdings Ltd. Offer paid parental leave for any circumstances where there is a new child (adoption, same sex couples, surrogacy etc.) Considering 26/11/2019
NIB Holdings Ltd. Plan for regular communication whilst an employee is on parental leave, considering the employees preferences about contact during leave Considering 26/11/2019
NIB Holdings Ltd. Outline employees performance and career goals prior to taking parental leave Considering 26/11/2019
NIB Holdings Ltd. Be transparent about and document the steps needed to prepare employees and their managers for parental leave and educate employees on their parental leave entitlements (both employer and government provided) Considering 26/11/2019
Nine Entertainment Co. Holdings Ltd. Sign the WGEA Pay Equity Pledge Declined 22/11/2019
Nine Entertainment Co. Holdings Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes Declined 22/11/2019
Nine Entertainment Co. Holdings Ltd. Develop processes and expertise in gender pay gap analysis and commit resources for regular analysis No response
Nine Entertainment Co. Holdings Ltd. Follow best practice for analysis and interrogate the causes for both positive and negative results No response
Nine Entertainment Co. Holdings Ltd. Develop action plans based on data and the identified causes of gaps No response
Northern Star Resources Ltd. Sign the WGEA Pay Equity Pledge No response
Northern Star Resources Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Orica Ltd. Sign the WGEA Pay Equity Pledge No response
Orica Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Origin Energy Ltd. Publish gender pay gap statistics publicly, including breakdown by organisational level. Declined 29/11/19
Origin Energy Ltd. Publish data publicly on factors that contribute to the gender pay gap (e.g. uptake of parental leave and flexible work options by gender) Declined 29/11/19
Origin Energy Ltd. Make salary ranges transparent to staff and applicants during recruitment and promotion processes Declined 29/11/19
Orora Ltd. Sign the WGEA Pay Equity Pledge No response
Orora Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
OZ Minerals Ltd. Sign the WGEA Pay Equity Pledge No response
OZ Minerals Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Qantas Airways Limited Publish gender pay gap statistics publicly, including breakdown by organisational level. Declined 28/11/19
Qantas Airways Limited Publish data publicly on factors that contribute to the gender pay gap (e.g. uptake of parental leave and flexible work options by gender) Declined 28/11/19
Qantas Airways Limited Make salary ranges transparent to staff and applicants during recruitment and promotion processes Declined 28/11/19
QBE Insurance Group Limited Publish gender pay gap statistics publicly, including breakdown by organisational level. No response
QBE Insurance Group Limited Publish data publicly on factors that contribute to the gender pay gap (e.g. uptake of parental leave and flexible work options by gender) No response
QBE Insurance Group Limited Make salary ranges transparent to staff and applicants during recruitment and promotion processes No response
Qube Holdings Ltd. Sign the WGEA Pay Equity Pledge No response
Qube Holdings Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Ramsay Health Care Ltd. Publish gender pay gap statistics publicly, including breakdown by organisational level. Declined 10/12/2019
Ramsay Health Care Ltd. Publish data publicly on factors that contribute to the gender pay gap (e.g. uptake of parental leave and flexible work options by gender) Declined 10/12/2019
REA Group Ltd. Senior leaders champion and encourage uptake of parental leave and flexible work for all genders No response
REA Group Ltd. Encourage and support men across your organisation to take parental leave and to utilise flexible work options No response
REA Group Ltd. Make paid parental leave available to staff from commencement of employment No response
REA Group Ltd. Consider staff on parental leave for promotions and include them in salary reviews and bonus schemes No response
REA Group Ltd. Backup flexible work options with a supportive culture and the proper infrastructure to help staff flourish No response
REA Group Ltd. Provide non-leave support for employees with family or caring responsibilities (e.g. onsite childcare, breastfeeding facilities etc.) No response
Reliance Worldwide Corp. Ltd. Sign the WGEA Pay Equity Pledge Declined 11/12/2019
Reliance Worldwide Corp. Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes Declined 11/12/2019
ResMed, Inc. Sign the WGEA Pay Equity Pledge No response
ResMed, Inc. Create clear targets and expectations around gender equality (e.g. policies and strategies) No response
ResMed, Inc. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Rio Tinto Ltd. Sign the WGEA Pay Equity Pledge No response
Rio Tinto Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Santos Ltd. Offer parental leave at full pay for at least 8 weeks to primary carers and at least 4 weeks to secondary carers regardless of gender No response
Santos Ltd. Senior leaders champion and encourage uptake of parental leave and flexible work for all genders No response
Santos Ltd. Encourage and support men across your organisation to take parental leave and to utilise flexible work options No response
Santos Ltd. Make paid parental leave available to staff from commencement of employment No response
Santos Ltd. Consider staff on parental leave for promotions and include them in salary reviews and bonus schemes No response
Santos Ltd. Backup flexible work options with a supportive culture and the proper infrastructure to help staff flourish No response
Santos Ltd. Provide non-leave support for employees with family or caring responsibilities (e.g. onsite childcare, breastfeeding facilities etc.) No response
Scentre Group Make salary ranges transparent to staff and applicants during recruitment and promotion processes Declined 3/12/2019
SEEK Ltd. Publish gender pay gap statistics publicly, including breakdown by organisational level. Declined 19/12/2019
SEEK Ltd. Publish data publicly on factors that contribute to the gender pay gap (e.g. uptake of parental leave and flexible work options by gender) Declined 19/12/2019
South32 Ltd. Publish gender pay gap statistics publicly, including breakdown by organisational level. No response
South32 Ltd. Publish data publicly on factors that contribute to the gender pay gap (e.g. uptake of parental leave and flexible work options by gender) No response
South32 Ltd. Make salary ranges transparent to staff and applicants during recruitment and promotion processes No response
Stockland Publish gender pay gap statistics publicly, including breakdown by organisational level No response
Suncorp Group Limited Embed leadership accountability on making meaningful progress on gender pay equity outcomes into policy Declined 20/12/2019
Sydney Airport Sign the WGEA Pay Equity Pledge No response
Sydney Airport Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Tabcorp Holdings Ltd. Publish gender pay gap statistics publicly, including breakdown by organisational level Declined 26/11/2019
Telstra Corporation Limited Publish gender pay gap statistics publicly, including breakdown by organisational level. Declined 29/01/2020
Telstra Corporation Limited Publish data publicly on factors that contribute to the gender pay gap (e.g. uptake of parental leave and flexible work options by gender) Declined 29/01/2020
Telstra Corporation Limited Make salary ranges transparent to staff and applicants during recruitment and promotion processes Declined 29/01/2020
The GPT Group Offer parental leave at full pay for at least 4 weeks to secondary carers regardless of gender Considering 23/12/2019
The GPT Group Offer paid parental leave for any circumstances where there is a new child (adoption, same sex couples, surrogacy etc.) Considering 23/12/2019
The Star Entertainment Group Ltd. Offer parental leave at full pay for at least 4 weeks to secondary carers regardless of gender No response
The Star Entertainment Group Ltd. Senior leaders champion and encourage uptake of parental leave and flexible work for all genders No response
The Star Entertainment Group Ltd. Encourage and support men across your organisation to take parental leave and to utilise flexible work options No response
The Star Entertainment Group Ltd. Make paid parental leave available to staff from commencement of employment No response
The Star Entertainment Group Ltd. Consider staff on parental leave for promotions and include them in salary reviews and bonus schemes No response
The Star Entertainment Group Ltd. Continue superannuation contributions to staff during paid and unpaid parental leave No response
The Star Entertainment Group Ltd. Backup flexible work options with a supportive culture and the proper infrastructure to help staff flourish No response
The Star Entertainment Group Ltd. Provide non-leave support for employees with family or caring responsibilities (e.g. onsite childcare, breastfeeding facilities etc.) No response
TPG Telecom Ltd. Sign the WGEA Pay Equity Pledge No response
TPG Telecom Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Transurban Group Ltd. Offer parental leave at full pay for at least 4 weeks to secondary carers regardless of gender Made a commitment 19/12/2019
Transurban Group Ltd. Make paid parental leave available to staff from commencement of employment Made a commitment 19/12/2019
Treasury Wine Estates Ltd. Sign the WGEA Pay Equity Pledge No response
Treasury Wine Estates Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Vicinity Centres Offer parental leave at full pay for at least 4 weeks to secondary carers regardless of gender Declined 10/12/2019
Vicinity Centres Make paid parental leave available to staff from commencement of employment Declined 10/12/2019
Washington H. Soul Pattinson & Co. Ltd. Sign the WGEA Pay Equity Pledge No response
Washington H. Soul Pattinson & Co. Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Wesfarmers Ltd. Sign the WGEA Pay Equity Pledge No response
Wesfarmers Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Westpac Banking Corp. Support and implement job rotations for women and men, particularly into roles with better avenues for career progression Declined 28/11/2019
Westpac Banking Corp. Both senior men and women actively sponsor junior women with leadership potential Declined 28/11/2019
Westpac Banking Corp. Offer parental leave at full pay for at least 4 weeks to secondary carers regardless of gender Declined 10/12/2019
Whitehaven Coal Ltd. Sign the WGEA Pay Equity Pledge No response
Whitehaven Coal Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Wisetech Global Ltd. Sign the WGEA Pay Equity Pledge Made a commitment 3/12/19
Wisetech Global Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes Declined 3/12/19
Woodside Petroleum Ltd. Sign the WGEA Pay Equity Pledge No response
Woodside Petroleum Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Woolworths Group Ltd. Publish gender pay gap statistics publicly, including breakdown by organisational level Declined 18/12/2019
Woolworths Group Ltd. Make salary ranges transparent to staff and applicants during recruitment and promotion processes Declined 18/12/2019
WorleyParsons Ltd. Sign the WGEA Pay Equity Pledge No response
WorleyParsons Ltd. Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes No response
Xero Limited Sign the WGEA Pay Equity Pledge Declined 5/12/2019
Xero Limited Hold relevant leaders to account for making meaningful progress on gender pay equity outcomes Declined 5/12/2019

Committed: Company has made a commitment to the specific ask to us either verbally or in writing.
Considering: Company is considering whether they will commit to/implement the specific ask within a 6-12 month period.
Declined: Company has told us they will not commit to the ask at this time.
No response: Company did not engage with us on this specific ask.

The Bottom Line

Equality isn’t a pipedream. It a future we can make by challenging power. It's your business. It’s everyone’s business. Because we’re all equal shareholders in the future.

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