Employer Statement approach

The Workplace Gender Equality Agency (WGEA) does not prescribe specific numerical targets for organisations to reduce Gender Pay Gap (GPG). WGEA encourages employers to take a strategic approach by regularly conducting pay audits, analysing the data, and implementing measures to address identified gaps. The Employer Statement emphasis is on transparency, organisational accountability, and continuous improvement in promoting gender equality, rather than adhering to predetermined numerical targets.

Audience for the Employer Statement

The main audience for SGCH’s Employer Statement is current and potential employees. Other audiences will include the Board, customers, investors and partners, peer Community Housing Providers, industry groups governing bodies, and media.

Proposed SGCH’s Closing the Gender Pay Gap Employer Statement for FY 2024/25

SGCH is committed to fostering an inclusive and equitable workplace where all our team members, regardless of gender, have equal opportunities for pay, growth, and success. We recognise the existence of the Gender Pay Gap (GPG) nationally and globally and we are dedicated to addressing and eliminating disparities within our organisation.

SGCH’s workforce composition for FY 2022/23 reflects a predominantly female workforce with 69.6 per cent in management roles and 70.9 per cent in non-management roles.

By 2030, SGCH will target a 40:40:20 gender balance across the organisation, which has already been achieved at our Board and Executive Leadership levels. These targets will apply across our business units as a key measure to increase our diversity at every level of the organisation. This will positively impact on our GPG.

To do this we will introduce Diversity, Inclusion, Equity, and Accessibility (DEIA) guidelines and a focused recruitment and succession plan strategy. We will target SGCH’s recruitment talent pool to attract more male and nonbinary people into entry and Award roles, and more female and nonbinary people into senior roles requiring professional skills historically held in male-dominated industries.

SGCH introduced a Remuneration Framework in 2023 for management roles and through continuous monitoring and reporting, we will actively ensure consistent pay for equivalent roles to minimise outliers.

SGCH commits to having a continued focus on growing and promoting talent from within. Through continuous training and regular engagement with our workforce, we aim to identify and eliminate unconscious biases and promote our positive duty of care to our workforce.

We will communicate our GPG and implement continuous and consecutive improvement targets to decrease the GPG over the future years. For example, 17 per cent for the 2024/25 reporting period; 15 per cent for the 2025/26 reporting period, and so on.

Our commitment extends beyond compliance with legal requirements to embody our dedication to ethical business practices and the belief that diversity and equality are essential for SGCH’s long-term success.

Together, we commit to regularly communicating our progress, listening to feedback, and adapting our strategies and business plans to ensure SGCH remains at the forefront of an equitable, diverse, and high-performing workplace.