BEYOND BLUE EMPLOYER STATEMENT 2023-24

This Employer Statement relates to Beyond Blue’s information submitted to the Workplace Gender Equality Agency (WGEA) for the 2023-24 reporting period. Beyond Blue reports on gender pay data as of 30 June each year, this statement relates to data on 30 June 2023.

OUR OVERALL COMMITMENT 

Beyond Blue’s average (mean) gender pay gap has consistently decreased by 0.4 percentile points over the last three WGEA reporting periods, and was 10.4% as at 30 June 2023.

Gender equality remains important for our organisation and we continue to promote an inclusive work environment. 

In addition to reporting retrospectively to WGEA each year, we generate reports and examine data twice a year. Our focus on and actions to address the gender pay gap appear to be working: analysis of data captured in December 2024 shows a significant closing of the gap.

At Beyond Blue gender is disclosed on a voluntary basis. We are supportive of recommended legislative changes that work towards data gathering processes that recognise gender diversity.

UNDERSTANDING OUR DATA

Beyond Blue is classified under the Other Social Assistance Services sub-division of the Health Care and Social Assistance Industry, a sector whose gender balance largely skews towards women. Beyond Blue’s gender balance aligns with this trend, with a 2023-24 workforce comprising 68% women and 32% men at 30 June 2023.

OUR GENDER PAY GAPS

The difference between the mean and the median pay gaps can reveal important information about Beyond Blue’s income distribution and the drivers of the gender pay gap. 

Mean (average) Gender Pay Gap

Our average (mean) gender pay gap has consistently decreased by 0.4 percentile points over the last three WGEA reporting periods to 10.4%. We note this result remains higher than our industry benchmark group.

The female workforce continues to be concentrated in lower earning roles. Of our overall female workforce, 58% are employed in lower earning roles compared to 33% of the male workforce.

Median Gender Pay Gap

Our median gender pay gap has increased slightly to 11.3% (previously 10.2%). 57% of our female headcount earned total remuneration below $113,000 in comparison to 33% for males.

Our median gap highlights an increase in the disproportionate number of women in lower-paying roles compared to men, and consequentially reduces women’s overall median remuneration.

OUR GENDER PAY GAP DRIVERS

Whilst gender pay gaps are driven by a combination of factors, Beyond Blue has identified three main drivers that have contributed to the gender pay gap:

• An imbalance in representation in management roles  

  In 2023-24, we reported 65% of management roles being occupied by women (67% previously); and 35% by men (33% previously). When expressed as a percentage of individual gender headcount, we see 41% of our male workforce employed in management roles, compared to 36% of our female workforce.

• Unequal participation in part-time work 

  In 2023-24, we reported more men in full-time employment. Ninety percent of male employees were employed on a full-time basis, compared to 73 percent of female employees.

• Unequal participation in Parental leave

  During the 2023-24 reporting period Beyond Blue’s parental leave policy provided six weeks paid primary parental leave and two weeks to the secondary carer. (Our policy has since been updated – see below.)

  During the 2023-24 reporting period more women than men took primary parental leave (16 women compared to 2 men) and the leave periods were, on average, longer for women (12 months for women compared to four to six weeks for men.) In addition, only women took extended periods of unpaid leave.

  In comparison to men, women’s ’s overall earnings are negatively impacted by these extended periods of unpaid parental leave.

ACTIONS AND STRATEGIES TO ADDRESS OUR PAY GAPS

We know that achieving gender pay equity takes time, with focused and sustained effort on many fronts, including cultural change to remove barriers to full and equal participation in the workforce. 

Beyond Blue is committed to sustained action and continues to implement a number of key initiatives to address our gender pay drivers, including:

• Changing our parental leave policy provisions. We have reviewed and implemented a more contemporary and inclusive approach to the definition of and provision of parental leave benefits. The new policy increases paid parental leave to 14 weeks, and makes this available to the ‘parent’ (no reference to primary or secondary carer). Additionally, we now pay superannuation on any unpaid parental leave.
• Actively supporting all genders to maintain positions of seniority if they choose to work part-time in a job-sharing arrangement.
• Applying Mercer IPE and utilising relevant survey data to support equitable and market relevant remuneration.
• Conducting additional biannual internal checks to consistently review and track our pay gap progress and inform our action plan.
• Monitoring career progression, including promotions, training and secondments, by gender.
• Reviewing internal policies and procedures ensuring we maintain compliance, promote fairness, and foster a positive workplace culture.