ARTC WGEA Employer Statement
At ARTC we are working towards creating a workplace where everyone thrives.
This means taking a dedicated approach to ensure our policies, governance and operations are safe and inclusive – founded on equity and respect. Part of this approach includes taking effective steps to close aggregate gender pay gaps in our organisation.
To do so, we have made some fundamental changes across the business including quarterly audits, policy reviews and changes to promote fairer pay structures for women, with the aim being to ensure we are laying the foundations for immediate impact and long-term progress.
ARTC is an organisation committed to real and practical change which will sustainably and positively drive employment opportunities, development and financial equity for all.
The Data
Our gender pay gap for this reporting period, as calculated using the WGEA methodology, is17.8% average (21.2% median).
The key factors driving our pay gap include:
- Gender composition. 74% of our workforce are men and they make up the majority of the upper and upper middle quartile, where women make up more in the lower quartile. We have had in increase of 40% Females in a Senior Leader role from 33.3% last financial year.
- Opportunities for overtime and on call allowances are extended to employees based on the skills required and employee’s availability. Overtime and oncall 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 recognise the gender pay gap is an increase on last year’s calculation for ARTC and we are committed to addressing the factors driving the gap as stated above remains a priority for the business
Our Actions
As one of the largest rail network managers in Australia, we acknowledge the need for participation of women in our industry and in ARTC.
We have already made significant changes with the introduction of flexible working, increasing our paid domestic violence leave from 10 to 20 days leave and remuneration practices to create a supportive work environment for all employees.
ARTC have become an active member of the Champions of Change Rail Group to assist our efforts of closing the gender pay gap and gender equity within our organisation and the industry by collaborating with other industry leaders to share knowledge and drive systemic change.
We have commenced the development of our first Gender Action Plan, which will include the steps we will deploy to address the factors outlined above. The plan will also include actions to be taken to create a more inclusive workplace environment such as workplace and respectful behaviours training.
We will continue this journey in consultation with our workforce to leverage best practice and make impactful changes to demonstrate our commitment to a diverse, inclusive workplace.