WGEA Gender Pay Gap Statement

At RGF Staffing ANZ, we aspire to engage a diverse workforce that reflects the communities we serve. We embrace and celebrate the differences that people bring to an organisation, and seek to promote a culture of inclusivity where everyone has a feeling of belonging.

Embracing all aspects of diversity and the unique skills and experiences of our people is fundamental to our business success. We believe that diversity is at the core of our focus on providing “Opportunities for Life” where all individuals can live their lives to the fullest.

To achieve this, we use a variety of measures such as regular Engagement and Diversity surveys, remuneration analysis, and employee feedback forums to ensure we are listening to what our people want, and that the actions we are taking are having the desired impact on providing an equitable experience for all our team members.

While we do still have a Gender Pay Gap, analysis of this suggests the main reason is that we have a lower proportion of women in management and leadership roles, with a corresponding higher proportion of women in lower-level roles. Driving change in this area is something we are continually working on, and we are pleased to note our Gender Pay Gap has decreased by 3.1% in the last reporting year. We believe this is testament to the conscious efforts we have made in this space through initiatives and interventions such as:

• Committing to a target of 50% women in all leadership roles by 2030, and a Gender Pay Gap no higher than 5%.
• Engaging women through involvement in the RGF Staffing global Developing Female Leaders mentoring program, and ensuring strong female representation in our internal leadership development programs.
• Ensuring representative shortlisting for all leadership vacancies, whilst still hiring on merit.
• Providing salary data to business leaders to consider any pay gaps in remuneration reviews, and ensuring pay equity in like positions.
• Establishing supportive policies; such as support for women experiencing menopause with the introduction of the RGF Staffing Menstrual and Menopause Leave Policy to ensure comfort and well-being in the workplace, and providing paid Miscarriage Leave to all team members.
• Consistent monitoring of differences by gender on our Employee Engagement and Diversity & Inclusion surveys to ensure targeted action can be taken as necessary.
• Successfully achieving accreditation from Work180 and Becoming an Endorsed Employer For All Women, with regular consultation with Work180 to maintain and improve the experience of women working at RGF Staffing ANZ.
• A hybrid work policy offering flexibility for start and finish times and the opportunity to work remotely, empowering our people to achieve a healthy work/life integration to suit their individual needs.

We recognise we still have some way to go in terms of reducing our gender pay gap, but we are committed to continuous improvement and ensuring that RGF Staffing ANZ continues to provide “opportunities for life” for all of our people.