ARTC WGEA Employer Statement
At ARTC, we are working towards creating a workplace where everyone can thrive.
This means taking a dedicated approach to ensure our policies, governance and operations are safe and inclusive, and founded on equity and respect. Part of this approach includes taking effective steps to close aggregate gender pay gaps in our organisation.
To lay the foundations for immediate impact and long-term progress, we have implemented several fundamental changes across the business. These include quarterly remuneration audits, increased benchmarking and peer comparison’s when setting remuneration, review practices to promote fairer pay structures and improvements to aspects of our work environment to ensure it is more supportive and inclusive for women.
ARTC is an organisation that remains committed to real and practical change in the way we do business to sustainably and positively drive equalised employment opportunities, development and financial equity amongst gender.
The Data
Our gender pay gap for this reporting period, as calculated using the WGEA methodology, is 15.0% average (20.6% median).
The key factors driving our pay gap include:
- Gender composition. 75% of our workforce is male. We have already started to address this with capability building, succession planning and hiring internally to promote women and we will continue to prioritise this as a significant impact on reducing our gender pay gap.
- Opportunities for overtime and on call allowances are extended to employees based on the skills required and the employee’s availability. Overtime and on call allowances have a significant impact on an employee’s overall remuneration package and therefore how these opportunities are extended to employees is factored into our analysis.
We actively encourage both mums and dads to take parental leave, and uptake across the business continues to be strong. Research shows that when men take parental leave, everyone benefit. Fathers gain valuable time at home with their children, and women have greater flexibility to return to work earlier if they choose. At ARTC, 29% of employees taking primary parental leave are men, compared to just 4% in our comparison group. This is an outcome we are genuinely proud of and reflects our commitment to shared caregiving and workplace equity.
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Our Actions
As an organisation who values the benefits of a diverse workforce, we acknowledge our need to implement structure and leading guidelines that will increase the attraction to and participation of women in our industry and at ARTC across all roles and locations.
We have already made significant changes, including:
- implementing an organisation wide Gender Action Plan to look at and create foundations of safety and equality amongst all genders and all roles at ARTC with changes to recruitment, promotion and facility design.
- broadening the opportunity for flexible working and making the process simpler and easier to access
- enhancing remuneration practices to create an equitable work environment for all employees.
- increasing our paid domestic violence leave from 10 to 20 days
- ARTC has become an active member of the Champions of Change Rail Group to collaborate with industry members, share knowledge and drive systemic change in closing the gender pay gap and achieving gender equity within our organisation and the wider industry.
We continue this journey in consultation with our people to leverage best practice and make impactful changes that demonstrate our commitment to a diverse, inclusive workplace.