For the second year, the Workplace Gender Equality Agency has released the gender pay gaps of private sector employers in Australia, with more than 9000 companies in the spotlight this year.
The pay gaps released today cover the 2023-24 financial year and for the first time, WGEA has included CEO pay in its calculations, which has allowed for the publication of average employer gender pay gaps.
Prior to this, WGEA had released the median gender pay gap of private sector employers. For many employers, the average is higher than their median gender pay gap
This year’s average gender pay gap figures mean we have a more accurate representation of the gender pay gaps within Australian companies and a clearer picture of their workforce composition. It’s worth noting that almost 80 per cent of CEOs in Australia are men.
Currently, Australia’s national remuneration gender pay gap is 21.8 per cent, meaning for every dollar a man earns, his female counterpart earns 78 cents. It sees women, on average, earning $28,425 less than men each year.
This year, WGEA has calculated the average total remuneration gender pay gap. Total remuneration include base salary, superannuation, overtime, bonuses and other additional payments for full-time, part-time and casual employees, on an annualised full-time equivalent basis.
Among the more than 9000 private employers WGEA has released data on today, Women’s Agenda has chosen to focus on employers in healthcare and the retail sector that have notable gender pay gaps, much larger than the national average.
Women tend to make up a large portion of these workforces but typically work in lower paid roles. Meanwhile, many of the retail companies noted below largely target their products at women while maintaining significant gender pay gaps.
Notable gender pay gaps in the health sector:
Sydney Ultrasound for Women:
With an average total remuneration pay gap of 78.6 per cent, Sydney Ultrasound for women has one of the largest gender pay gaps among employers included in WGEA’s publication today. It’s a large figure, especially considering 97 per cent of its workforce is made up of women, according to WGEA.
Corporate Health Group Pty Ltd:
The average total remuneration pay gap for orgnisational health business Corporate Health Group is 47.2 per cent. Women make up 61 per cent of the company’s workforce. According to its webstite, Corporate Health Group employ over 200 staff from a range of medical and allied health disciplines including medicine, nursing, physiotherapy, occupational therapy, psychology, exercise physiology, dietetics and audiology.
CQ Radiology:
With an average total remuneration pay gap of 42.9 per cent, Central Queensland Radiology has a significant pay gap. The company is a major provider of advanced diagnostic imaging services and radiology education, with women making up 82 per cent of its workforce.
Skin & Cancer Foundation Australia:
With an average total remuneration pay gap of 65.7 per cent, Skin & Cancer Foundation Australia has a significant gender pay gap. According to WGEA, its workforce is made up of 92 per cent women. Skin & Cancer Foundation Australia operates The Skin Hospital, which was established in 1976 to provide a training and research facility for the development of academic dermatology.
Sunshine Coast Radiology:
The average total remuneration pay gap at Sunshine Coast Radiology is 55.4 per cent. The company provides medical imaging across a range of practices, using both general and specialised radiology services. Women make up the majority (85 per cent) of the company’s workforce.
X-RAY & Imaging:
With a number of clinics across Queensland, X-Ray & Imaging is a diagnostic imaging provider offering a range of diagnostic imaging examinations and procedures. It has an average total remuneration pay gap of 62.7 per cent. Women make up 79 per cent of its workforce.
Heart Care Queensland:
Another major player in the healthcare sector, Heart Care Queensland has a significant average total remuneration pay gap of 63.7 per cent, according to WGEA. Women make up 70 per cent of its workforce.
Notable gender pay gaps in the retail sector:
City Chic Collective:
City Chic Collective is an ASX-listed retailer that is home to the plus size womenswear brand City Chic. According to WGEA, it’s average total remuneration pay gap is 67.0 per cent. This gender pay gap sits at the higher end of the retail sector. Women make up 96 per cent of the company’s workforce.
Cue & Co Pty Ltd:
Home to women’s retail favourites Cue and Veronika Maine, Cue & Co has an average total remuneration pay gap of 45.3 per cent. According to WGEA, women make up 99 per cent of the company’s workforce.
Decjuba:
Another women’s retail favourite, Decjuba has an average total remuneration pay gap of 49.9 per cent. Again, women make up nearly all employees at the company, at 99 per cent of the total workorce.
Fast Future Brands:
The owner of TEMT and Valleygirl, Fast Future Brands has an average total remuneration pay gap of 62.4 per cent. Women make up 95 per cent of the company’s workforce.
Forever New Clothing:
Womenswear brand Forever New has an average total remuneration pay gap 58.5 per cent. Like many retail brands, women make up the vast majority of its workforce (95 per cent).
Pandora Jewelry:
Jewellery retailer Pandora comes in with an average total remuneration pay gap of 52 per cent. Women make up 96 per cent of Pandora’s workforce.
Seafolly:
Establised in Sydney in 1975, Seafolly is one of Australia’s favourite women’s swimwear brands. According to WGEA, it has an average total remuneration pay gap of 62.2 per cent. Women make 97 per cent of its workforce.
Lovisa:
Affordable jewellery brand Lovisa has an everage total remuneration pay gap: 51.9 per cent. Like Pandora, women account for nearly its entire workforce (94 per cent).
Find the full details of the gender pay gap data released today on the WGEA website.