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We know diversity is a key lens to building a high performing workplace and creating a safe and inclusive place where everyone can thrive in what they do is a key focus for Vicinity.
It’s part of our how we enable good business, one of our strategic priorities at Vicinity, and underpins our purpose to shape meaningful places where communities connect.
We have ~1300 team members who make up Vicinity and it’s the diversity of thought and backgrounds that allows us to succeed.
In the context of gender balance, we look at a range of focus areas - 40:40:20 (40% women, 40% men and 20% any gender) across all levels within Vicinity, pay equity (like-for-like roles), how we recruit, develop and retain talent.
We publicly released our gender pay gap for the first time last year, we know this is going to take time and long-term focus to address the gap.
Our WGEA gender pay gap data has remained relatively same year-on-year, in the latest data released.
As a business we have focused time around our 40:40:20 targets across all levels. We have increased our number of females in leadership roles to 52% of leaders, and we continue to develop strategies to retain and grow our senior business leadership representation. This area has seen improvement from 22% to 39% in the past few years, and it remains a key focus for us in 2025 and beyond.
In this context, we are moving in a positive direction, but we acknowledge we still have some work to do in achieving our targets. Our active succession planning and development programs are regularly discussed and reviewed at both the Executive Leadership Team (ELT) and Board levels, as we continue to work towards our 40:40:20 targets.
We also place great importance on equal pay for like-for-like roles, where our gap is approximately 1%, and we review this regularly to ensure any anomalies are promptly addressed.
We continue to look at how we can remove barriers to gender balance in our workplace – whether that’s through our ‘Every Family’ Parental Leave Policy, career breaks, or flexible working.
And our Gender Balance Employee Advocacy Group – led by executive sponsors - play an active role in raising awareness, education and advocacy for gender balance across our business.
While there is significant progress being made at Vicinity to improve our gender balance, we acknowledge there is more to be done and are committed to this at all levels of our organisation.
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