12/11/2024
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Submission Group Name: Newcastle Greater Mutual Group Ltd ABN: 96087651992 Program: 2023 - 24 Gender Equality Reporting Number of Employees: 1,818 Comparison Group Industry name: K -Financial and Insurance Services Employee range: 1000 - 4999 |
About this report
Your obligations
Under the Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Act 2023 and associated Legislative Instruments:
How to use this report
This Industry Benchmark Report provides a snapshot of your performance on workforce composition, the gender pay gap, parental leave and targeted actions your organisation is taking on gender equality compared to your Industry Comparison Group. It enables you to:
You can also compare your performance with your Industry or other organisations, such as specific industry peers, using WGEA’s Data Explorer on the WGEA website or WGEA’s annual Gender Equality Scorecard. The 2023-24 gender equality census national and industry results will be released in late 2024.
The gender pay gap is the difference in average earnings between women and men in the workforce. It is not to be confused with women and men being paid the same for the same, or comparable, job – this is equal pay.
The gender pay gap is a useful proxy for measuring and tracking gender equality across a nation, in an industry or within an employer. Closing the gender pay gap is important for Australia’s economic future and reflects our aspiration to be an equal and fair society for all.
Your average total remuneration GPG is 30.9% and the mid-point of all employer GPGs in the Comparison Group is 19.4%. This is represented in the chart and table below, along with the range of all employer gender pay gaps in your Comparison Group.
A positive percentage indicates men are paid more on average than women. A negative percentage indicates women are paid more than men.
| Your organisation | Comparison Group | |
| Average total remuneration | 30.9% | 19.4% |
| Median total remuneration | 34.8% | 20.3% |
| Average base salary | 29.9% | 16.6% |
| Median base salary | 33.5% | 20.0% |
Note:
Gender pay gap by occupational group, over time
The chart below shows:
The aspiration is to remove the gender pay gap in favour of men or women, so for the purposes of this table, a GPG closer to zero is considered better.
Green boxes indicate your gender pay gap is equal to or better than the mid-point employer GPG for the Comparison Group. Red boxes indicate your gender pay gap is worse than the mid-point employer GPG for the Comparison Group.
Note:
The chart below divides your workforce into four equal quartiles of employees by total remuneration full-time equivalent pay. The number in each pay quartile represents the proportion of employees of each gender. Your workforce is shown in the top bar, with darker shading. The gender composition of all employees in your Comparison Group for each quartile is shown in the second bar with lighter shading.
A disproportionate concentration of men in the upper quartiles and/or women in the lower quartiles can drive a positive gender pay gap.
Note: total remuneration for part-time/casual/part-year employees is converted to annualised, full-time equivalent amounts.
WGEA collects data on six Gender Equality Indicators (GEIs) to support employers to assess and drive gender equality in their workplaces. The GEIs represent the key areas where workplace gender inequality persists and where progress towards gender equality can be achieved through focussed action.
The data in this section of the report makes comparisons for GEI 1 – Workforce composition, GEI 2 – Gender balance of governing bodies and GE1 4 where it relates to parental leave. The data on these GEIs for your organisation compared to your Industry Comparison Group is selected because of the significant affect these GEIs have on the gender pay gap.
Gender segregation remains persistent in Australia, by industry, occupation and management category. This disparity can be a key driver of your gender pay gap.
Gender composition by role
The following table shows the proportion of women and men in your workforce by manager/non-manager role compared with all employees in your Comparison Group.
| Your workforce | Industry Comparison Group | |||
| Female | Male | Female | Male | |
| Key Management Personnel (KMPs) | 30% | 70% | 37% | 63% |
| Managers | 59% | 41% | 45% | 55% |
| Non-managers | 74% | 26% | 57% | 43% |
Workforce gender composition by employment status
Part-time and casual roles are often lower paid. An imbalance in the composition of employees in these roles can be a significant driver of the gender pay gap.
The following table shows the proportion of women and men who work full-time, part-time and casually in your organisation compared with all employees in your Comparison Group.
| Your workforce |
Comparison Group |
|||||||
| Women manager | Men manager | Women non-manager | Men non-manager | Women manager | Male manager | Women non-manager | Men non-manager | |
| Full-time | 87% | 99% | 57% | 92% | 89% | 99% | 79% | 95% |
| Part-time | 13% | 1% | 42% | 6% | 11% | 1% | 19% | 4% |
| Casual | 0% | 0% | 1% | 1% | 0% | 0% | 2% | 1% |
A more balanced gender composition of a governing body has been shown to have broader effects on workplace gender equality outcomes and improved company performance.
The following chart shows the gender split of all members of your board or governing body (Chair and Members) compared to your Comparison Group.
Gender composition of governing body
Note: If you have more than one governing body in your submission group, this represents the aggregate composition of all your unique governing bodies. The comparison group draws on all the unique governing bodies in the comparison group.
When employee benefits are accessible and utilised equitably by men and women, it leads to a more gender-equal workplace culture, increased productivity, reduced absenteeism, and increased retention.
More gender equal uptake of parental leave can also reduce your gender pay gap.
Comparative paid parental leave policies
The following table shows the details of your parental leave policy against those of your Comparison Group. It shows the proportion of employers in your Comparison Group offering paid parental leave and paying superannuation on it, as well as the mid-point for employers of weeks of paid parental leave offered.
| Policy Area | Your Organisation | Industry Comparison |
| Offer paid parental leave | Y | 96% |
| Average weeks offered | 14.0 | 14.0 |
| Superannuation Paid on paid parental leave | Y | x94% |
Uptake of parental leave
The following table shows the uptake of primary carer's leave (including parental leave offered to all genders without using the primary/secondary definition) by women and men in your organisation, compared to the mid-point for employers of women and men employees taking this leave in your Comparison Group.
| Your Workforce | Comparison Group | |||
| Primary carer's leave | Women | Male | Women | Male |
| 93% | 7% | 78% | 22% | |
Employers that take action to improve workplace gender equality are often more profitable and productive.
The following table shows what actions your organisation is taking compared to the proportion of employers in your Comparison Group also taking this action.
| Your Organisation | Comparison Group | |
| Set targets to address gender equality in the workplace | N | 81% |
| Analysed pay roll to determine if there are any remuneration gaps between women and men (e.g., conducted a by-level or gender pay gap analysis) | Y | 91% |
| Collect data on sexual harassment in your workplace | Y | 98% |
| Report on sexual harassment to the governing body and management | Y | 98% |
Average gender pay gap: is the difference in average earnings between women and men in the workforce. The average is calculated by adding up a list of employees' wages and dividing by the number of employees.
Base salary: is an employee’s regular salary excluding superannuation, overtime, bonuses and other additional payments.
Comparison group gender pay gap: is the mid-point after sorting the average/median base salary/total remuneration gender pay gaps of employers in the comparison group from the lowest to highest. If the number of employees is an even number, the mid-point is the average of the two middle values.
Median gender pay gap: is the difference between the median of what a man is paid and the median of what a woman is paid in an organisation. The median is found by lining up the pay of every man in the business in order of smallest to largest and finding the mid-point. The same is done for the pay of women in that business.
Submission group: is a group of legal entities from the same corporate group that that have similar gender equality policies and strategies and therefore choose to report to WGEA as one group.
Total remuneration: includes all remuneration for an employee, including base salary, superannuation, overtime, bonuses and other additional payments.
