We are proud to once again take part in the Workplace Gender Equality Agency’s pay gap analysis for the 2023-24 reporting period. HLB Mann Judd’s vision is to be the most highly regarded mid-tier accounting firm through the growth of our people and our clients. Achieving this requires a workplace where diverse perspectives, experiences, and ideas are embraced.
Our commitment to gender equality remains strong, as we believe that fostering a diverse and inclusive environment fuels innovation, creativity, and productivity – key drivers of our success.
For this reporting period, HLB Mann Judd Sydney’s average total remuneration gender pay gap stands at 5.6 per cent, a result that compares favourably to the 11.9 per cent gap within our Industry Comparison Group. It should be noted that a late error was identified in the data we submitted, which has resulted in this figure differing to the gap published by the WGEA.
Our gender pay gap of 5.6 per cent represents a 2.7 percentage point increase from the previous reporting period. This is in line with the Firm’s gender diversity strategy which has focused on increasing female representation at the grassroots level and supporting their growth within the firm. As a result, a larger proportion of women have onboarded at junior levels, temporarily impacting our overall pay gap. However, as they progress through the firm, we will continue to track and support their development to ensure equitable career advancement. To a lesser extent, this can also be partially attributed to two senior female directors being promoted to Partner during the reporting period, and therefore becoming excluded from the results. With these efforts in place, we anticipate the coming year’s report will reflect the complete closure of the gap. While we recognise that fluctuations may occur as our workforce evolves, our goal remains to achieve a zero per cent gap.
We are also proud of the increase in female appointments to new roles during the year and we believe these developments reinforce our positive momentum. Our focus for the next reporting period will be on strengthening the pipeline to support and promote female leadership within the Firm.
We remain dedicated to continuous improvement in gender equality practices and appreciate the support and insights provided by the Workplace Gender Equality Agency. We look forward to continuing our efforts in fostering a more inclusive and equitable workplace for all.