&w=3840&q=75)
At Vicinity, we know that diversity is key to building high‑performing teams and workplaces. Creating an inclusive environment where all team members can thrive continues to be central to how we operate and underpins our purpose to shape meaningful places where communities connect.
With more than 1,200 team members across Australia, we celebrate the unique backgrounds, perspectives and experiences that exist within, and strengthen our business. We want our workforce to reflect the diversity of our customers, and remain committed to transparency, equity and ongoing action to achieve this.
Gender balance and equity of opportunity, remuneration and experience are key priorities within our broader Diversity, Inclusion and Belonging (DIB) approach. We recognise that meaningful progress on reducing the Gender Pay Gap (GPG) requires sustained, long‑term focus and we are committed to driving this progress at every level of our organisation. Through our CEO, Peter Huddle's, role as Convenor of the Champions of Change Coalition’s Property Group, we will continue to work with industry peers to address structural barriers and accelerate gender equality across the Property sector.
Progress since our last statement
Following the release of last year’s WGEA GPG results, we undertook an independent review of our DIB practices, led by Diversity Partners. They identified key strengths which included clear senior executive commitment, comprehensive and inclusive policies, high levels of satisfaction with our efforts to support diversity and inclusion and active Employee Advocacy Groups (EAGs), all of which has built a strong foundation.
Diversity Partners also identified several opportunities to strengthen governance, enable data-driven decision making and enhance diverse talent pipelines - these now underpin our three-year DIB Roadmap. The Roadmap sets out four strategic priorities, supported by two key enablers. It strengthens our governance, people practices, communication and support for EAGs - with a focus on continuing to uplift our organisation’s maturity in a sustainable way for the long term.
Achieving gender balance remains a core focus, and we continue to work towards our 40:40:20 targets across all levels by prioritising gender‑balanced candidate pools, active succession planning and development programs to strengthen our talent pipeline. We’re committed to ensuring women and men are paid equally for comparable roles, and will continue conducting regular pay equity reviews to monitor and address any differences.
While we’re heading in a positive direction, we acknowledge there is still substantial work to do to reduce our mean total remuneration GPG, which reflects differences in average total earnings between women and men, and is largely influenced by representation patterns across role levels. This reinforces the importance of our focus on recruitment, progression and succession pathways. This is why achieving more equitable representation across the organisation remains central to our strategy.
We believe that when work is designed to be more inclusive, it creates safer, stronger and more productive workplaces for everyone.
We recognise that closing our GPG requires sustained and deliberate action over several years. The gap reflects long‑standing structural and representation imbalances that cannot be resolved through isolated initiatives alone.
Accountability for progress sits with our Executive Leadership Team (ELT) and our Board, supported by ongoing reviews of workforce data, pay practices and talent outcomes. This oversight ensures we remain focused on practical, measurable actions that strengthen representation, enhance equitable access to opportunity and embed inclusive work design across our organisation.
Our vision is to prosper with our people and communities by creating Australia’s most compelling portfolio of retail-led destinations. Achieving gender balance and equity is essential to that vision. We remain committed to continuing our progress, strengthening our culture and ensuring all team members can thrive.
&w=3840&q=75)
&w=3840&q=75)
&w=3840&q=75)