Closing the Gap: How Port Waratah is Accelerating Action for Gender Equality
Each year we report aspects of diversity and gender equality to the Australian Government Workplace Gender Equality Agency (WGEA) through the WGEA report, including the WGEA gender pay gap. The next report will be available in June 2025.
The WGEA gender pay gap measures the difference between the earnings of male and female employees, regardless of role or seniority and should not be confused with the pay difference between two individuals performing the same role. The gender pay gap is an important metric illustrating the difference between the earnings of women and men in the workplace, expressed as either the average or the median.
The Port Waratah gender pay gap has shown improvement. In the 2023-24 reporting period, the average total remuneration gender pay gap stands at 11.6 per cent, a reduction from 16.1 per cent in 2020-21. Similarly, the median total remuneration gender pay gap is now 22.2per cent, down from 24.0 per cent in 2020-21.
Several factors contribute to our Gender Pay Gap, and we are actively working to address them. This includes low female participation in our workforce, underrepresentation of females in higher-paid leadership and technical roles and roles that attract allowances.
In support of the upcoming International Women’s Day theme of Accelerate Action, we are taking action by creating programmes that break down barriers and biases that women face every day, to improve gender equality. Port Waratah will continue to accelerate action to help create a world and society where gender parity is a given, not a goal.
Our commitment to closing the gap is solidified through the goals set out in our Diversity, Equity and Inclusion Strategy targeting programmes to increase female participation, place more females in non-traditional roles, offer parental leave and flexible work arrangements to both genders, and mitigate the impact of parental responsibilities on pay equity.
Further information