Workplace Gender Equality

Workplace Gender Equality Agency (WGEA) / Act Statement

The Workplace Gender Equality Agency (WGEA) describes the gender pay gap as “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”.

Seymour Whyte’s current gender pay gap is 30.2%, which is slightly above the Heavy and Civil Engineering Construction industry average of 25.8%.

While acknowledging the need for further improvement, it is encouraging to note a reduction of 0.7% from the 2021-2022 figures.

Within the engineering and construction sectors, traditionally dominated by men, drawing women into these fields has been notably challenging, yet it remains a critical objective for our business.

In a bid to narrow this gap, we have introduced strategic initiatives aimed at enhancing our gender representation throughout the organisation. This includes establishing our women’s network group and mentoring program specifically designed to increase female participation in leadership.

Currently, 90% of our Executive Leadership Team mentors a female mentee; and all our female employees have an endorsed personal development plan.

These efforts complement existing policies aimed at making our workplace more attractive to women, such as offering family-friendly benefits, paid parental leave with superannuation contributions, flexible working arrangements, and the option for purchased leave.

We’re committed to fair and equitable remuneration for all employees, consistent with our market and performance framework. We actively address barriers to equal pay for all genders.

Positively, Seymour Whyte performs better than our industry in our representation of women on the Board, key management personnel, manager and non-manager classified positions. In other words, we have more women in these roles than our industry.

That positivity is diminished by a significant lack of males in clerical and administrative roles and a lack of women in technicians and trade, labouring, and senior management roles.

These trends in our workforce composition are key focus areas, which have for several years, informed actions within our ‘positive social impact’ strategic goal. This focus has ensured our overall representation of women has increased from 19.4% in 2020 to 27.1% in 2024.

While we have always maintained a commitment to creating and fostering a safe and inclusive culture, these new insights highlight the areas where we must focus our efforts to improve gender equality.

We are optimistic that these measures will progressively diminish Seymour Whyte’s overall gender pay gap.

Reducing the gender pay gap is a complex but critical objective. By acknowledging all existing disparities, implementing targeted strategies as required, and fostering an inclusive workplace culture, we aim to contribute to a more equitable and inclusive work environment where all employees are valued equally for their contributions.

We are committed to continually cultivate our culture that values and rewards all employees equitably.