At AP+, we are committed to building a workplace where inclusion, equity and fairness underpin how we hire, reward and develop our people. We have made meaningful progress in reducing our gender pay gap and remain focused on sustaining this momentum through deliberate and transparent action. 

Our Progress in Gender Pay Equity 

Our latest Workplace Gender Equality Agency (WGEA) report 2024-25 demonstrates our continuous commitment to pay equity and the meaningful progress we have achieved: 

• Average Total Remuneration Gender Pay Gap: 0.9% (median 6.6%). This represents a continued improvement over prior years (1.6% in 2023–24 and 5.7% in 2022–23 for average total remuneration). 

• Average Base Salary Gender Pay Gap: -0.3% (median 3.7%), reflecting strong pay equity outcomes at base salary level. 

• Workforce Composition: Women represent 63% of CEO/Head of Business/KMP roles, 45% of managers and 41% of non-managers, reflecting strong leadership representation and continued focus on building gender balance across all levels. 

• Gender Composition by Pay Quartile: Women represent 42% of the upper quartile, 35% of the upper middle quartile, 44% of the lower middle quartile and 49% of the lower quartile, highlighting improving representation across pay levels with continued focus on strengthening female representation in higher-paid roles. 

• Executive Leadership Team (ELT): Women represent 63% of our ELT, highlighting our commitment to strong leadership diversity. 

• Parental Leave and Flexible Working: Primary carer leave uptake consist of 54% women and 46% men.  We provide paid parental leave with superannuation contributions, aligning with industry best practices. Our flexible working arrangements are widely adopted and actively tracked to ensure accessibility and effectiveness. 

• Board Composition: Women represent 23% of our governing body. While this is below the recommended 40% target, we continue to advocate for increased gender diversity within the constraints of our largely member-appointed board structure. 

• Strong Results in Key Areas: We have achieved a negative gender pay gap in several departments (meaning women are on average paid more than men), demonstrating our commitment to driving our leadership pipeline and fair compensation across diverse business functions. 

December 2025 Quarterly Gender Pay Gap Update 

• Total Annual Remuneration Gender Pay Gap: At 4.85%, with a median of 8.86%. Excluding the ELT, the average gap is 6.40%, and the median is 8.30%. 

• Workforce Composition: Women represent 45% of our total workforce and 50% of leadership roles. 

• Departmental Pay Gaps: While some areas of the organisation have achieved neutral or favourable gender pay gap outcomes, disparities remain in others. We remain focused on addressing these disparities. 

Key Focus Areas Moving Forward 

Despite our significant progress in closing the gap, we recognise that achieving complete pay equity requires continuous effort. We are committed to: 

• Targeted Initiatives: Partnering with our Executive Leadership Team and Senior Leadership Group to address departments/hotspots with higher gender pay gaps. 

• Refining Recruitment Practices: We will continue to embed our positive gender balance trend across hiring, promotion and remuneration decision-making, with a commitment to supporting increased female representation in senior, technical and higher-paid roles. 

• Strategic Communication: Clearly articulating our long-term gender parity strategy, ensuring alignment with WGEA recommendations. 

• Enhanced Monitoring and Reporting: Implementing quarterly gender pay gap analysis across business units, to proactively identify emerging risks and enable data driven leadership decisions. 

• Leadership Accountability: Engaging our executive and governance teams to be champions of gender equity and hold ourselves accountable for continued progress. 

At AP+, we take pride in our advancements and remain dedicated to fostering a workplace where everyone has the opportunity to thrive. Our commitment to equity, transparency, and continuous improvement ensures that we stay ahead in building a more inclusive future for all employees. 

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