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The WGEA is an Australian Government statutory agency created by the Workplace Gender Equality Act 2012. The Agency is charged with promoting and improving gender equality in Australian workplaces. It aims to:

  • Promote and improve workplace gender equality, including equal pay for women and men,
  • Recognise disadvantages in the workplace due to gender, and help employers remove barriers,
  • Encourage employers to end gender discrimination, including for family and caring responsibilities,
  • Promote consultation between employers and employees about workplace gender equality, and,
  • Boost Australian business productivity and competitiveness by advancing workplace gender equality.

Each year, WGEA measures the gender pay gap, and publishes the data. The gender pay gap is the difference in average earnings between women and men in the workforce. It is not to be confused with women and men being paid the same for the same, or comparable, job. This is equal pay and has been a legal requirement since 1969. The gender pay gap is a useful proxy for measuring and tracking gender equality across a nation, industry or within an organisation. Closing the gender pay gap is important for Australia’s economic future and reflects our aspiration to be an equal and fair society for all.

WGEA Gender Pay Gap Employer Statement

At Catholic Super, we are committed to nurturing a workplace where diversity and inclusion are fundamental to how we operate.  We aim to create an environment where every team member is treated with fairness, respect, and equity; regardless of their background, perspectives, or experiences.

As part of this commitment, we continue to advance gender inclusion across the Fund. Our most recent Workplace Gender Equality Agency (WGEA) benchmark results show that our average total remuneration gender pay gap is 7.6%, and our median gender pay gap is 9%. These results place us significantly ahead of the industry average of 22%.

While these results are promising, we recognise that closing the gender pay gap requires ongoing focus and action.

To drive further progress, we are targeting equal gender representation at Board, Executive and Senior Leadership levels. Gender equity is defined as a gender ratio of 40:40:20, with a minimum of 40% women and 40 % men.  

We continue to strengthen the policies that underpin gender equality at Catholic Super, including our paid parental leave, which has increased to 18 weeks. Additionally, superannuation is paid throughout the unpaid leave period for up to 52 weeks, aligning with or exceeding industry benchmarks. We undertake an annual remuneration gap analysis and we provide ongoing support for flexible working arrangements – supporting both carers and working parents in the workplace.

Over the past year, we have continued our focus on diversity and inclusion by further shaping our D&I strategy, identifying priority actions, and supporting the delivery of initiatives and events across the Fund that celebrate and strengthen diversity.

The policies, frameworks, and initiatives we have in place at Catholic Super reinforce our inclusive culture, support our people, and position our Fund strongly for the future.

We remain committed to reducing the gender pay gap and improving gender equality outcomes both at our Fund and within the industry more broadly.

Scott Cameron, CEO

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