3 March 2026
As an employer and an investor, AustralianSuper remains steadfast in our commitment to achieving gender equality and fully supports the role of the Australian Workplace Gender Equality Agency (WGEA) in holding employers to account through transparent reporting of actions and outcomes.
We recognise the importance of stepping up and acting more quickly and with more urgency to reduce the gender pay gap to zero.
This commitment is enshrined in our Diversity Equity and Inclusion vision to: Harness the value of diverse perspectives, where all colleagues feel they belong. This starts with representation but recognises the value of diversity is only realised when representation is met with inclusion and the ability to access the unique value of difference.
Our gender pay gaps (WGEA 2024-2025 Gender Equality reporting) are below the comparative industry mid-points, but we acknowledge we have more work to do:
- 14.6% average total pay gap (-1.6pp YOY) (-4.6pp compared to industry mid-point)
- 8.6% median total pay gap (+0.3pp YOY) (-12.0pp compared to industry mid-point)
Encouragingly, our long-standing commitment to improving gender balance at senior levels has driven steady progress across leadership and management groups, including women’s representation on the Board (58.3%), Executive Team (57.1%) and Senior Leadership (40.3%).
While progress has been made, gender pay gaps remain across occupational groups. These gaps are influenced by industry-wide patterns, including the underrepresentation of women in higher paid and competitive talent segments such as Investment and Funds Management and Technology, and their overrepresentation in lower paid member service, administrative and operational roles.
In this environment our ‘talent maker’ approach remains key: to grow and progress diverse talent internally through early and mid-career talent development, retention and pipelining. Other key actions include:
- Gender Pay Gap targets embedded in our DE&I plan with Executive and Board oversight
- Data-led DE&I overlays and consideration within recruitment, promotion, talent and succession processes
- Cementing inclusion as a fundamental capability and habit in our leadership development and culture
- Targeted talent and leadership development programs in key areas including Investments and Technology
- Embedment and cultural acceptance of flexible and family friendly work policies and practices including the Fund’s approach to blended work from home and office arrangements, universal paid parental leave of 20 weeks and paid superannuation on unpaid leave up to 104 weeks
- Continuous improvement of employee value propositions that prioritise women’s safety, inclusion and wellbeing including paid domestic and family violence leave and support provisions.
Talent building takes time, but our ambition is unwavering. We are proud of our work to date, but we realise more needs to be done. We are confident that the foundations we have built will set us up for success to deliver ongoing, meaningful and sustainable progress for gender equality in all its forms into the future.
AustralianSuper takes the gender pay gap seriously and remains focused on actions that create meaningful, lasting change because a more equitable, diverse, and inclusive workplace delivers better outcomes for colleagues and better results for members.