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2024-25 Results

Gender Pay Gap Report
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https://www.hardiegrant.com/wgpg

Summary

At Hardie Grant, equal pay for equal work is a fundamental principle, and we work to ensure everyone has an equal opportunity to progress in all types of roles regardless of gender. We also recognise that overall gender pay gap measures — including median and average differences in earnings — are important indicators of how opportunity and representation are distributed across an organisation

Reporting

For FY2024–25, our corporate group gender pay gap reduced to 5.3% (median) and 11.9% (average), compared with 16.1% and 21.2% last year. Hardie Grant Publishing (our largest division) also saw improvement, with the median gap reducing from 23.8% to 17.0%, and the average gap reducing from 9.0% to 4.0%. We are pleased to see this movement across both the group and publishing business. 

However, it is important to be clear about what these numbers represent. The figures published by the Workplace Gender Equality Agency show the overall difference in median and average earnings between men and women across the organisation, based on base salary and total remuneration. These measures are important because they reflect how opportunity and seniority are distributed across a workforce. They do not, however, assess whether individuals are paid the same for doing the same or similar roles. The results are influenced by workforce composition at a point in time — including the proportion of men and women in senior and junior roles, patterns of part-time work, and how total remuneration is structured (for example, bonuses or commissions).

Hardie Grant is majority women and has just over 200 employees. In an organisation of this size, one or two senior appointments or departures can noticeably shift the median and average results from year to year. This does not make the measures unimportant, but it does mean that annual movements can sometimes reflect changes in role composition rather than changes in underlying pay practices.

What remains constant is our commitment. We regularly review our pay data to ensure that men and women are paid equally for comparable work, and our analysis confirms that this is the case. We also focus on broader structural factors that influence the overall gender pay gap: increasing balance in senior roles (particularly in traditionally gendered functions), maintaining clear and consistent pay practices, supporting flexible work and parental leave. We are proud of our long-term record as a business with a very high proportion of senior roles held by women.