The Workplace Gender Equality Agency (WGEA) is the statutory agency responsible for promoting and improving gender equality in Australian workplaces.
This year, data on the pay gap between male and female employees for Australian organisations with more than 100 employees will be published and available for anyone to review.
Transdev’s results show that significant progress in improving gender equality and closing the gender pay gap has been made, owing to internal initiatives targeting the pay gap.
“I’m extremely proud of the strides we’ve taken toward closing the gender pay gap in the past few years,” said Brian Brennan, Chief Executive Officer of Transdev Australia & New Zealand.
“There’s still more work to be done but we’re firm believers that gender should have no bearing on how our excellent Journey Makers are rewarded, whether remuneration or recognition.”
The WGEA also requires organisations to develop a document which outlines how results will continually improve. Transdev’s Gender Equality Action Plan 2024-26 is approaching completion and will be published on our website by the end of the March.
“It’s a reality that transport has historically been a male-dominated industry,” said Mr Brennan. “We intend to do our part to reverse that trend here at Transdev, building upon the positive steps we’ve taken so far.”
It's a reality that transport has historically been a male-dominated industry. We intend to do our part to reverse that trend.
The WGEA also requires organisations to develop a document which outlines how results will continually improve. Transdev’s Gender Equality Action Plan 2024-26 is approaching completion and will be published on our website by the end of the March.
“It’s a reality that transport has historically been a male-dominated industry,” said Mr Brennan. “We intend to do our part to reverse that trend here at Transdev, building upon the positive steps we’ve taken so far.”
Key findings
- Our average gender pay gap is now -5% and the median is 1.1% compared to our industry peers, at 4.1% and -1.7% respectively.
- For managers, the gender pay gap decreased from 10.2% in 2020-21 to 3.7% for 2022-23.
- For non-managers, it decreased from 4.7% to -2.0% over the same period.
- Our workforce composition for female non-managers matches the average for our industry (17%).
- Our progressive parental leave policy exceeds the industry average of 9.8 weeks, providing an average entitlement of 12 weeks leave (up to 16 weeks for primary carers).
- Transdev sits slightly behind the average for female Key Management Personnel (29%) and Managers (28%) at 25% and 26% respectively.
Further information and other data published by the WGEA can be found on their website here.