WGEA Employer Statement

NGM Group 2023-24 WGEA Employer Statement

The NGM Group is committed to gender equality and ensuring equal and fair pay for all employees. NGM Group’s 2023-24 WGEA Employer Statement relates to the period of April 2023 – March 2024.

The WGEA Gender Pay Gap

The WGEA gender pay gap measure is the difference between the mean (average pay value) and median (middle pay value) remuneration of women and men across an organisation.

The gender pay gap is not the same as equal pay, (where women and men are paid the same if performing the same position). Therefore, the gender pay gap is not a reflection of the differences in pay between men and women in the same position.

Our Gender Pay Gap and Organisational Context

The 2023-24 submission was NGM’s second WGEA Reporting Submission and represents the first full year as a merged organisation. 

This period, NGM’s mean (average pay value) total remuneration gender pay gap measure was 30.9% and median (middle pay value) was 34.8%.

*Please note, WGEA did not publish 2022-23 mean gender pay gap measures.

Whilst there was minimal change for the median measure, there was a reduction in the mean measure due to an increase in the female, and decrease in the male, wage bills.

The driver of NGM’s gender pay gap continues to be attributed to the unique gender composition of our workforce.

 NGM is proud to be an employer of choice for women, with a Total Workforce Composition in the 2023-24 reporting period of 71% female and 29% male, which has a higher female composition than the industry comparison group composition of 55% female and 45% male.

NGM has conducted analysis into the reasons that may be impacting the attraction of males to positions in the Lower and Lower Middle quartiles. As a result, NGM has made changes to marketing of positions and development of corporate entry level roles to attract more female and male graduates.  

NGM remains committed to gender equality and representation in the workplace through:

·        recruitment and promotion practices which are fair, equitable, and focus on appointing the best candidate for the role;

·        maintaining the current gender composition of the upper middle and upper quartiles being within or as close as possible to WGEA’s tolerance (40/40/20) for gender composition; and

·        regular monitoring to ensure equal pay for all positions remain in place.

We look forward to continuing the conversation regarding gender pay.