oOh!media has released findings from its 2023-24 Workplace Gender Equality Agency (WGEA) report which shows a total pay gap of 2% – within WGEA’s target gender pay gap range.
When compared to the national average total pay gap of 21.8%, oOh!’s average total pay gap is 2%, while the average base salary pay gap is 0.4%, significantly below the national average of 16.7%. Both metrics are within WGEA’s gender pay gap target range of +/- 5%.
In addition, oOh! also reported a median total remuneration gap pay gap of -1.7%, while the national average is 18.3%, and the median base salary pay gap is -5.9% compared to the national average of 13.6%.
A negative percentage indicates women are paid more on average than men, while a positive percentage indicates men are paid more on average than women.
oOh!media’s 2023-24 corporate WGEA report covers the entire oOh! group and combines results across its two separate employing entities – oOh!media Street Furniture and oOh!media Operations.
Cathy O’Connor, chief executive officer at oOh!, who is just one of 22% female CEOs in Australia, according to WGEA analysis, told us “We remain committed to ensuring an equitable workplace and our latest WGEA results reflect that. Across the four key WGEA measures, oOh! sits within, or performs ahead of, the recommended gender pay gap target range. We know there is always more work to do and are continually exploring new ways that will help drive diversity and inclusion to ensure that we build and maintain a fair workplace for all. We welcome WGEA increasing the transparency of gender pay gap reporting this year which provides a clearer and more accurate picture of workplace representation and equality. This new level of detail has given us fresh insights and highlights further opportunities for improvement across all areas of our business.”
oOh! continues to focus on empowering women across the business and beyond, including an active Diversity, Equity and Inclusion employee network dedicated to gender equality. In 2024 oOh! became a foundation partner of the media industry’s The Village working parents’ initiative and participates in the IMAA Leaders of Tomorrow program to mentor the next generation of female leaders.
oOh! also conducts internal gender pay gap analysis and has established measures to reduce bias in performance reviews, promotion processes and recruitment. Additionally, targeted individual development plans for women have been created and investment made in industry programs such as NGEN and Future Women. Competitive paid parental leave policies and incentives have been put in place to retain and support the return of women to work; improved representation of women in leadership roles and succession planning for senior positions; greater representation of women and their pay positioning in non-traditional roles; and flexible shift work arrangements for women in operations teams.
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