Our commitment to gender pay equity

RACQ is committed to fostering a diverse and inclusive workplace where all genders have equal access to opportunities and our people can be their whole selves at work. We believe that bringing together unique perspectives, backgrounds and life experiences, not only drives innovation and growth in the workplace but also enhances our ability to serve the needs of our 1.7 million members.

 

Our gender pay gap from the 2023-2024 reporting period was 17.8% (for median total remuneration). This is representative of our workforce as women are more strongly represented in administrative and frontline roles which are typically remunerated at a lower rate than other roles within the business.

 

RACQ’s latest analysis in our FY24 For the Greater Good Report identifies women hold 51% of leadership roles (Manager level or above) and 33% of board member roles.

 

While representation in leadership and pay parity are important indicators of gender equality, we also strive to provide flexibility and support, which are embedded in our policies. We offer all employees access to flexible leave options, including gender neutral paid parental leave, a dedicated wellbeing day after two years’ service, and paid leave to support gender affirmation. RACQ also provides access to flexible working arrangements which help women transition back into the workforce when returning from parental leave, as well as helping our people to be successful in both work and life.

 

To help achieve our gender equality goals, we will continue to assess and respond to our gender pay gap and aim to maintain a leadership gender balance of 40% women, 40% men, and 20% any gender, inclusive of diverse gender identities.