Coliban Water’s gender pay gap has reduced by 6.4% between 2021 and 2023 as the organisation looks to close the gap entirely.
In 2021, the gender pay gap was 9.4%, with 2023 data now showing 3%. The result is thanks to the organisation’s Gender Equity Action Plan 2021-2025.
On average, women at Coliban Water are paid $97 for every $100 paid to a man - an increase of six dollars since 2021.
Executive General Manager of Culture and Governance Rebecca Hanley said the work to close the pay gap was a trend the business looked to continue.
“This is significant progress for our organisation. Our goal is to close the gender pay gap completely,” she said.
“We are committed to creating a culture which ensures there are no barriers to access equal resources, development and opportunities.
This includes not only what people are paid but also job satisfaction and psychological safety. These all contribute to people feeling valued at work.”
Results from the action plan also highlighted positive trends in women’s recruitment and career progression.
Ms Hanley said female staff make up 44% of Coliban Water’s workforce – an increase from 42% per cent in 2021.
The 2023 audit also shows the proportion of females accessing training and development opportunities increased by 9% to 51%, along with the proportion of women receiving higher duties up by 4% to 42%.
“This is a good result in an industry that has been historically male-dominated with an engineering focus. Coliban Water prides itself on being a customer driven business which has diversified its leadership. There is gender equity on Coliban Water’s Board and its executive team is currently two-thirds female and one third male. This lets others in our workplace know that if you see it, you can be it,” Ms Hanley said.
Managing Director Damian Wells said the latest results had exceeded targets set for 2023.
“We’re excited to share our progress on closing the gender pay gap at Coliban Water,” he said.
“This is vital to not only attract top talent, but retain it.”
Looking ahead, Mr Wells said work would continue in the gender equity space, with four key strategies to focus on.
“We are looking to see an increase in women in professional and STEM-based roles; see a rise in all staff using flexible working arrangements; and promote and seek an increase in the employment of people with a disability.
“We will also ensure staff feel safe to speak up about any occurrence of negative workplace behaviour, such as sexual harassment, bullying, discrimination and violence or aggression.
“We strive for continuous improvement, and ensuring a safe and inclusive workplace that treats everyone as equals, while serving the community we live in,” Mr Wells said.
Last updated on 13 Mar 2024