ISPT releases 2023 gender pay gap statement to support gender equality in the workplace

Today the Workplace Gender Equality Agency (WGEA) published the 2023 private sector employer gender pay gaps for over 5,000 companies including ISPT.

The release of this data is in accordance with new legislation for organisational pay gaps to be published, encouraging increased focus and action to drive lasting change on gender equality in the workplace. While WGEA has collected and shared national and sector level gender pay gap data publicly and organisation level data privately for a number of years, 2024 is the first-time organisation level data has been made publicly available in Australia.

ISPT supports the publication of gender pay gap data as part of its commitment to creating an inclusive culture for all our people to thrive and believes that the analysis of gender pay gaps can generate meaningful conversations on gender stereotypes in the workplace.

The report has identified ISPT has a median gender pay gap of 24.8%, which has reduced by 7.4% points over the prior two years, and an average gender pay gap of 20.5%, which has reduced by 8.6% points over the same period. The reporting period for all pay gap data is to 31 March 2023.

While the results show improvements have been made and that our overall performance has moved closer to the median national gender pay gap of 19% and average of 21.7%, there is much more work to do.

Over the past 18 months, ISPT has continued its transformational journey as a business and has implemented initiatives strategically designed to improve diversity, equity and inclusion for its 200+ employees.

DEI initiatives include:

• Achieving 40/40/20 gender representation targets at all levels of our business including the Board, Executive Leadership and senior management levels
• Introduced an annual deep dive analysis into remuneration and like-for-like pay gaps across roles, levels and business units, which has resulted in 0% pay gap for equal positions
• New remuneration, recruitment and performance frameworks, transparent reporting and employee listening initiatives
• A relaunched diversity, equity and inclusion strategy to support a commitment to long-term action
• Women now account for at least 50% of leadership positions at ISPT, with 71% of promotions to manager in FY2023 being awarded to women.

CEO Chris Chapple commented, “Our team have worked extensively over the past year to advance gender equality across our business, with a particular focus on every level of leadership to address the disparity. We have closely monitored and acted on pay equality; however, this is a journey, and further work is needed which we are committed to delivering as part of our transformation agenda.”

Chief Human Resources Officer Hazel Thurlow commented, “Achieving gender equality is a generational challenge. At ISPT, we are committed to improving female representation and gender pay gap equality within our business, including achieving our 40/40/20 gender representation targets and an annual deep dive into remuneration that has resulted in 0% pay gap for like for like roles. We support the release of organisational data by WGEA and are committed to accelerating progress across our business.”

View the ISPT WGEA Employer Statement

*For the purposes of analysis, ISPT monitors both median and average gender pay gap data to assess performance.