Workplace Gender Equality Reports

Craig Mostyn Group value and celebrate diversity within our team. We aim to support all team members in balancing their family responsibilities with work obligations and to ensure fair and equitable pay decisions based on individual capability and market conditions. We support women in navigating non-traditional career pathways and seek to continually improve how we engage with and support women and parents at work. 

Our policies and practices are designed to promote transparency, accountability, and continuous improvement in gender equality outcomes.

Each year we participate in the Workplace Gender Equality Agency reporting program, providing data for each of the employer entities within our group. The reports below provide insight into how we aim to improve gender equity and how our actions have impacted both female participation in our workplace and reducing our gender pay gap.

In the 2024-25 period, gender participation remained consistent from the prior year at 34%, however our gender pay gap rose slightly to 11.6%.

 While we have processes in place to ensure pay for men and women in like-for-like roles is consistent, the main drivers behind our pay gap are primarily:

1. 1. A lower number of women in senior leadership roles.

1. 2. Our overall female participation rate.

1. 3. Many women are their family’s primary carer and will often have less availability to work night shifts and overtime that carry higher pay rates.
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In the year ahead we will focus on:

1. 1. Reviewing our recruitment and selection processes to support attraction of female applicants.
2. 2. Expanding our training on behaviour at work, including identifying and reporting sexual harassment.
3. 3. Building internal leadership talent and development pathways to support aspiring leaders and identify high potential women across our teams.