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 50 per cent men and 50 per cent women on the executive team and 43 per cent of leadership roles held by women.
Our gender pay gap, the difference in average earning between men and women in the workforce, for total remuneration currently sits at 13 per cent and our median pay gap is 10.9 per cent.
This year, reporting includes CEO remuneration for the first time following legislative changes in 2023. This inclusion provides a more accurate representation of the gender pay gap, given the high proportion of men in CEO roles and the higher remuneration of these roles. This has led to a slight increase in our gender pay gap compared to previous years. This underscores the importance of the gender balanced representation in our leadership team, something we look to reflect across all levels of our organisation.
While our gender pay gap is significantly better than the financial services industry average (20.2%), and a result we are extremely proud of, we know 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.
Our people policies are designed to 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 leave, to allow our people to take care of themselves and their loved ones.
Over the past 12 months, we have set up a new Diversity & Inclusion (D&I) working group, led by one of our Executives, to support our endeavours to foster a diverse, inclusive workplace; make recommendations on and prioritise our D&I plan activities and assist with delivery of the D&I calendar of events and activities.
The people frameworks, policies, and strategies we have in place 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 who are non-binary.
