Employer Statement on the Gender Pay Gap: a journey with progress

At Standards Australia, we are committed to achieving gender equality and closing the gender pay gap. We recognise this requires consistent action and long-term dedication.

Over the past reporting periods, we have made measurable progress in reducing our gender pay gap. In the 2022–23 reporting period, Standards Australia’s gender pay gap was 17.1%, meaning that, on average, men were paid 17.1% more than women. In 2023–24, this gap reduced to 15.9%, reflecting the impact of targeted actions implemented to address disparities across our workforce¹.

In the most recent reporting period for 2024–25, our gender pay gap has further reduced to 12.1%, demonstrating continued progress in closing the gap². When evaluated against our comparison group, where the average gender pay gap is 12.8%, we are aligned with industry trends and performing favourably.

At Standards Australia, employees that perform the same work are paid equitably regardless of gender. However, our data shows that men are disproportionately represented in the upper pay quartile, while women are more concentrated in the lower pay quartile. This imbalance is a key driver of our overall gender pay gap.  

We share these insights openly because they highlight where change is needed.  Understanding these factors allows us to focus our actions on addressing representation across levels of the organisation and to make meaningful progress towards closing the gap.  

Looking ahead, we are committed to setting measurable goals, monitoring progress, and regularly reviewing our strategies to ensure sustained improvement. Our leadership, governance teams, and Employee Alliance Groups play a key role in driving change and keeping gender equality a priority across the organisation.  

We are dedicated to fostering a truly inclusive workplace, where all employees have equitable opportunities to succeed. Through ongoing effort and targeted initiatives, we aim to make steady progress in closing the gap over the coming years.

For more information on the Gender Pay Gap, including current data and statistics, please visit the Workplace Gender Equality Agency.

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¹ The gender pay gap calculation from WGEA for 2022-23 does not include the remuneration for CEOs, Heads of Business and casually employed managers. It therefore is not directly comparable to 2023-24 and 2024-25 gender pay gaps.

² Our 2024-25 results will be publicly available on the WGEA Data Explorer from February-March 2026.