We strive for a culture of inclusion, where team members of all genders are valued and have a voice, equitable access to opportunities and a sense of belonging. One of the ways that we continue to live our purpose is through our dedication to gender parity and inclusion. We are proud to have been awarded the Workplace Gender Equality Agency’s Employer of Choice for Gender Equality (EOCGE) citation for the second time. The EOCGE citation is designed to encourage, recognise and promote active commitment to achieving gender equity in Australian workplaces. 

We are committed to creating an environment that recognises and values all team member talent equally. Our people ambition towards gender equity is to achieve gender‑balanced leadership teams 40:40:20 ​​by 2025. This ratio is about aiming for gender diversity in workplace leadership, be it senior leadership teams, or on the Board, and allows for natural flow into and out of the organisation. In F23, our women in senior leadership representation was 39.8% in Australia and 38.7% in New Zealand. We are committed to pay parity and maintain less than 1% difference in gender pay in like-for-like roles.

In November 2020, we became signatories to the UN Women’s Empowerment Principles (WEPs), which offer guidance to businesses promoting gender equity and women’s empowerment in the workplace, marketplace and community. As part of the WEPs community, Woolworths Group, from the top down, is committed to working collaboratively within multi‑stakeholder networks to foster business practices that empower women.

Family is an important part of our team members’ lives, our customers’ lives and our community.  At Woolworths Group, we want to make things better for families - including supporting our team members while they are growing their families. In Australia we provide 12 weeks paid parental leave for our team members who are primary carers and four weeks of paid leave for our team members who are secondary carers. We also provide all our permanent team members and some casual team members with unpaid parental leave entitlements in Australia. Permanent team members will have access to paid parental leave from their first day of employment. Superannuation will also be paid on all paid and unpaid leave for up to 12 months. We recognise the important role paid and unpaid parental leave plays in maintaining gender equity and supporting all of our team and so we are regularly reviewing our parental leave entitlements and looking at how we can improve the support provided to our team. 

In 2018, Woolworths Group introduced our Gender Affirmation Policy and supporting tools. By recognising the complexity and challenges team members may face during their gender affirmation journey, and improving the support we provide, we seek to show real care, and positively impact team member experience, across the Group. On the International Day Against Homophobia, Biphobia, Interphobia and Transphobia 2021, we announced the incorporation of a paid leave component into our existing policy. Team members will receive up to two weeks’ paid, and two weeks’ unpaid leave, to support them as they take the necessary steps to affirm their gender, a first for Australian and New Zealand retailers.

Employer Statement on Gender Pay Gap 2024

As an organisation committed to fostering gender equality, Woolworths Group acknowledges the importance of transparency and accountability in addressing the gender pay gap. We are dedicated to creating a workplace that ensures fair and equitable compensation for all team members, regardless of gender. In alignment with the reporting requirements of the Workplace Gender Equality Agency (WGEA), we provide this statement to outline our approach, progress, and future actions regarding the gender pay gap.

1. Overall approach

Woolworths Group believes in creating an inclusive work environment that promotes diversity, equity, and mutual respect among all team members. We are a values driven organisation and firmly believe that we are better together and strive to foster an environment where team members can bring their whole selves to work and feel that they truly belong. 

2. Gender Pay Gap and context

Our analysis of the gender pay gap reveals areas where disparities exist. While we are below the industry average, we recognise specific opportunities for further improvement and are committed to addressing them systematically.

3. Gender Pay Gap Drivers

Internal and external factors contribute to our gender pay gap. We are actively identifying and understanding these drivers, whether they stem from historical practices, career progression patterns, or external market forces. Moreover, we have observed a distinct impact stemming from caring and home responsibilities, which disproportionately affects women. 

By acknowledging and understanding these complexities, we are better positioned to implement targeted strategies that address these specific challenges and contribute to the elimination of the gender pay gap.

4. Actions and strategies

Progress to date on the gender pay gap has been promising. We have successfully implemented a comprehensive and action-oriented Gender Equity Strategy, targeting key strategic levers. Our approach emphasises systemic, cultural, and sustainable change, reflecting our commitment to fostering a more inclusive and equitable workplace. 

This includes conducting pay equity audits, taking a gendered lens approach across policies, emphasising systemic controls in recruitment and talent management, and prioritising flexibility, including role design. Additionally, our Respect @ Work programs aim to raise awareness, foster understanding, and educate our Board, Leaders, and team members on gender equity and the complexities of gender inequality, which contribute to issues like gender-based bias, discrimination, sexual harassment, and bullying. 

We will regularly review and adjust these strategies to ensure their effectiveness.

5. Stakeholder considerations

This statement is shared with our Board, prospective and existing team members, shareholders and investors, relevant employee organisations, peak bodies and industry groups, customers, and the media. We value the input and scrutiny of these stakeholders as we work towards greater transparency.

Woolworths Group remains steadfast in its commitment to eliminating the gender pay gap and promoting gender equity. This statement represents our dedication to continuous improvement, accountability, and collaboration on this critical journey toward workplace equality and equity.