This week, Australia's Workplace Gender Equality Agency (WGEA) has published the second iteration of gender pay gap data for employers with over 100 employees, aiming to increase transparency and accelerate change. Transurban's gender pay gap data reflects our long-standing focus on improving gender balance in our leadership and workforce, and creating a fair, respectful workplace, recognising there is more to do.
At Transurban, we need talented people who bring diversity of thought, experience and backgrounds, enabling us to create long term value for our customers, communities, investors and all stakeholders.
Gender diversity is an important aspect of this. Our operations involve a range of professions where women have been historically underrepresented - including engineering, technology, construction and finance. Our efforts to reduce our gender pay gap reflect this, including our focus on improving two significant contributors to our gender pay gap: increasing women's representation in leadership roles and across our broader workforce; and maintaining pay equity in comparable roles.
This year's results demonstrate our gender pay gap is heading in the right direction, and remains below both national and our industry averages.
Our gender pay gap has reduced during the past three years, with the median gap for total remuneration down from 13.9% to 13.2%, and the average gap for total remuneration down from 12% to 9.1%.
This is compared to national gaps of 18.3% (median) and 21.8% (average) and our industry's (transport, postal and warehousing) gaps of 11.9% (median) and 13.6% (average).
Although we are making progress, we acknowledge there's still more work to be done.
We take a strategic and multi-faceted approach, working to:
- encourage more women into our sector, such as through our Ignite STEM mentoring program
- foster an inclusive and respectful workplace supported by a robust Respect@Work program
- ensure core business practices and policies are free from bias and barriers, for example, by providing gender-neutral parental leave and flexible working options, driving unbiased performance and recruitment outcomes, and maintaining equal pay in like-for-like roles.
Through these efforts, we strive to achieve and maintain gender balance (defined as 40% women, 40% men, 20% any gender) across our board, leadership and workforce; and to reduce our overall gender pay gap.
Our efforts have been recognised through the WGEA Employer of Choice citation, which we have held for 11 consecutive years.
In 2024, we were recognised by Equileap as the no.1 company for Gender Equality globally. maintaining our spot in the top 10 (Australia) and top 20 (global) for four consecutive years.
See a snapshot of Australia's gender pay gap performance (Source: WGEA) .
Read our full Gender Pay Gap Context Statement.
