Employment Statement: Gender Pay Gap

Community Connections Australia

Employment Statement- Gender Pay Gap

At Community Connections Australia we are committed to ensuring our workplace is equitable, inclusive, and respectful, where every employee is valued, and remunerated fairly, irrespective of gender. Our compliance with the Workplace Gender Equality Act 2012, as confirmed by the Workplace Gender Equality Agency (WGEA) for the 2023–2024 reporting period, underscores our dedication to promoting and enhancing gender equality.

Our results are summarised below:

WGEA Reporting 2023- 2024

CCA acknowledges that its remuneration currently tends to favour men, influenced by systemic factors, including:

• A higher proportion of men in key management positions, which contributes to pay disparities.

• Longevity-based increases in line with the SCHaDS award.

• A larger number of women in part-time roles, which typically attract a lower rate of pay compared to senior positions.

• A higher concentration of men in casual roles, which attract a higher hourly rate of pay, in lieu of annual leave and sick leave entitlements.

These systemic factors contribute to the gender pay gap, with the latter two significant drivers in the gender pay gap. Additionally, several female management staff have taken parental leave or transitioned to permanent part-time roles. While these arrangements promote flexibility and inclusivity, they have further impacted pay equity.

CCA is also committed to rostering staff in accordance with the wishes and preferences of the people we support. Our customer base shows a high number of complex-support male participants who wish to have male staff, which further influences gender representation and pay structures.

Despite these contributing factors, CCA firmly rejects gender as a basis for any discrepancies in remuneration or professional opportunities. In 2023–2024, CCA implemented several initiatives to address structural inequities and promote gender equality:

• Conducted a review of existing HR policies, guidelines, and procedures to ensure fairness and inclusivity.

• Offered internal promotions to part-time staff, supporting career progression and development.

• Reviewed structural inequities and acknowledged that participant needs, including gender preferences, play a role in workforce composition and outcomes.

We remain dedicated to ensuring equitable outcomes for all employees and will continue to promote gender equality through the following measures:

• Conduct regular pay audits to ensure all staff are paid in line with the SCHaDS Award.

• Report key personnel salaries to the People & Culture Committee to ensure there is no gender-based inequity.

• Continue to offer a range of career development opportunities to enhance gender diversity within our management team.

Most importantly we want to continue to foster a positive workplace culture where all employees feel safe, respected, valued, and fully included in all aspects of our operations.

By taking these steps, CCA is demonstrating its unwavering commitment to gender equality ensuring all employees have equal access to opportunities and rewards for their contributions.

This statement is endorsed by the CCA Board of Directors, February 2025.

Yours sincerely,

Melissa Way

CEO