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WGEA Australian Pay Gap2022 – 2023 Employer Statement
At Ventia, we are proud to say that we make infrastructure work for our communities. Today, we continue to build a diverse workforce that is representative of the communities we support. Women currently represent 32.7% of this workforce. Our women bring decades of experience, spanning corporate environments and frontline roles, and across a multitude of backgrounds and disciplines. From engineers and executives, to cleaners and chefs, managers and mechanics, lawyers and labourers, our women are represented in all sectors, functions and business roles in the Ventia portfolio.We remain focused on increasing the number of women across all levels of our business, and we have committed to achieving 40% of women in leadership roles by 2030, as part of our HESTA 40:40 commitment.Achieving our goal requires in-depth data analysis to inform targeted and consistent actions. The WGEA Gender Equality Scorecard is a valuable tool for learning, reecting and planning improvements.We recognise that women’s participation and pay equity is crucial to achieving a truly gender-balanced workplace. We do not pay people dierently based on gender. However, despite consistent eorts, Ventia faces a pay gap. Ventia has an median base salary gap of 40.8% and median total remuneration gap of 39.1%. The gender pay gap at Ventia is inuenced by the higher number of men in our workforce, the type of work we perform and the industries we serve, which tend to be more male dominated. In 2023, we made positive progress in bringing more women into our Executive Leadership Team (ELT) and senior management roles. However, we acknowledge that progress is slower than we would like, and overcoming existing barriers will require continued commitment and persistence from everyone at Ventia.We have a comprehensive plan to drive change and remain committed to fostering a diverse workforce at every level. Gender diversity and pay equity are essential to Ventia’s long-term growth and sustainability.People are at the heart of our business, and we’re dedicated to creating a workplace where everyone can thrive.Dean Banks | Group Chief Executive Oicer & Managing DirectorOur aim is to retain and attract a diverse team, who represent the communities in which we serve. using data insights to track progress of embedding inclusion into our cultureactively recruiting women to leadership rolesreviewing remuneration decision making processesdelivering women- focused training and developmentsetting women participation targetsreviewing parental leave and exibility standards22023 highlights2023 actions37.5% women on the Ventia Group Board32.7% women in Aus an increase from 31.7% in 202233.3% women on the Executive Leadership Team an increase from 22.2% in 202226.6% women in senior management an increase from 20.3% in 2022
Ventia is a leading essential infrastructure services provider that keeps infrastructure working for communities across Australia and New Zealand. We are an ASX200 listed company.We specialise in the long-term operation, maintenance and management of critical public and private assets and infrastructure across a broad range of industry segments including defence, social infrastructure, water, electricity and gas, resources and industrial, environmental services, telecommunications and transport.Our strategy is to Redene Service Excellence by being client focused, innovative and sustainable.*Charts are for Australian headcount for full time, part time and casual employees, as at 31 December 2023. Ventia at a glanceof our workforce is in rural and regional regionsMixed-gender industriesMale-dominated industrieslocationsDefence and social infrastructure (D&SI)Defence / Social Infrastructure / Critical Infrastructure / Local Government / Housing and Community / Energy Solutions19%42%73%53%8%5%Infrastructure services (IS) Resources / Industrial & Environmental Services / Energy, Water and Renewables / Rig & Well ServicesTelecommunications Fixed Networks / Wireless & Special Coverage Solutions / Operations & Services / Telecommunications New ZealandTransport Transport Operations Australia / Transport Operations New Zealand / Transport Infrastructure Solutions IS / Telco / TransportD&SI Corporate Services40%400+Our Australian workforceHeadcount*13,800Women participation4,508 (32.7%)3
What’s our gender pay gap?We’re proud of our talented and engaged women who work across a wide range of rolesCLEANERSCHEFSENGINEERSEXECUTIVESELECTRICIANSMECHANICSMANAGERSLIFEGUARDSCARE & CUSTODY OFFICERSCALL CENTRE OPERATORSSAFETY OFFICERSMedian base salary Pay quartilesUpperUpper MiddleLower MiddleLowerMedian total remuneration 40.8%39.1%10%17%41%60%90%83%59%40%WOMEN MENMedian base salary Represents the midpoint of base salary within a population, arranged in smallest to largest. Base refers to the xed, guaranteed remuneration paid to an employee, excluding any overtime, allowances, bonuses, or other benets.Median total remuneration Encompasses the median base as well as the median value of all allowances, bonuses, superannuation contributions, and other benets paid to an employee. This provides a more comprehensive view of an employee’s overall earnings.Pay quartiles Gender composition for the highest paid quarter, upper middle quarter, lower middle quarter, and lowest paid quarter in an organisation. Equal pay (like for like) Equal pay is where women and men are paid the same for performing the same role or dierent work of equal or comparable value. In Australia, this has been a legal requirement since 1969.4
A complex mix of industries and occupations At Ventia, we recognise and acknowledge the signicance of the gender pay gap within our workforce. We strive for equity and transparency, while understanding the complex factors at play.Industry segregation and occupational segregationInfrastructure Services, Telecommunications & Transport: Nearly half (42%) of our employees work in these male-dominated sectors. 19% of our women work in these sectors and primarily hold lower-paying professional, administrative and entry-level roles. Conversely, men dominate higher-paying trades (electricians, plumbers), machinery operation (heavy equipment operators) and engineering roles. Additionally, our resources projects, where employees receive extra allowances for working extended periods away from home, tends to be dominated by male-dominated roles, further widening the gap.Defence & Infrastructure Services: Representing 53% of employees, D&SI has more gender balanced roles and works across more gender diverse industries like justice, housing, health, education, hospitality and food services and support services. While 73% of women employees work in this sector, they’re concentrated in valuable but lower-paid roles, oen falling within the lower two pay quartiles.This complex mix of factors - industry segregation and occupational concentration - contributes to Ventia’s gender pay gap.Leadership representationWhile progress has been made, women remain underrepresented in managerial roles (25%), impacting the overall pay gap since leadership roles typically command higher salaries. Notably, in 2023 we achieved a signicant increase in women’s representation on the Executive Leadership Team (from 22.3% to 33.3%) and senior management roles (from 20.3% to 26.6%). We acknowledge the need for further progress, especially in our more male-dominated sectors.Beyond like-for-like pay discrepanciesMen and women at Ventia are paid equally on a consolidated average basis compared to market. This has been achieved through a combination of targeted pay increases in our annual remuneration review and increased recruitment of senior women talent. Bridging the gender pay gap goes beyond simply addressing wage disparities within the same roles. It requires empowering women to reach their full potential in traditionally male-dominated sectors, where limited talent pools and entrenched industry norms can be signicant barriers.Looking forwardWe are committed to retaining, developing and attracting women through a multi-pronged approach:• Entry level talent pipeline: build a robust pipeline through our graduate, apprenticeship, and traineeship programs to ensure a strong future pipeline of talent.• Career growth: through the Ventia Academy, support skills development and career paths for women to transition into non-traditional roles.• Leadership representation: continue to increase women leaders through targeted recruitment, development and mentorship.• Inclusive environment: continue to foster a culture of inclusion and respect through training, exible work arrangements and support networks.Understanding the gender pay gap 5
We’re committed to retaining, developing and attracting women at VentiaClosing the gap In the 2023 Diversity Council Australia survey, 75.5% of women believe Ventia is taking action to create a workplace which is diverse and inclusive.As part of our succession planning with the ELT, we undertake diverse talent sessions, spotlighting women who have the potential to progress. Our communities of practice and employee network groups are champions for change and drive improvement initiatives across workplace diversity and inclusion. Every year, Ventia celebrates International Women’s Day. We come together to educate, highlight challenges, drive awareness, seek feedback and also celebrate success.In 2023, we also launched the inaugural “Connect Women of Ventia” magazine, showcasing and honouring the exceptional women who contribute to our success.250+managers in 2023 attended hiring manager trainingOur partnerships with the Diversity Council of Australia, Flex Careers, Working Parents Connect and Work180 support our gender diversity objectives. Since 2017, Ventia has been a member of ABCN, an organisation connecting business with disadvantaged students through mentoring. Over 1,000 students have beneted from Ventia mentors. We proudly support FOCUS, an ABCN program that empowers young women to develop leadership skills and aspire to senior roles in business and the community.In our 2023 ‘Have Your Say’ survey 84% of our women indicated they have the exibility to balance their work and personal responsibilities.We’ve upgraded our People dashboards to provide more comprehensive data insights, allowing us to track our progress embedding inclusion into our company culture. These dashboards now include focused diversity metrics to guide our ongoing eorts.Enhanced data insights 40:40VISIONVentia is a signatory to the HESTA 40:40 vision to achieve gender balance (40% women, 40% men and 20% any gender) in the Executive Leadership Team by 2030. We are also targeting 40% participation for women in senior management roles across the business.Board representation: In 2023, we sponsored 13 talented women to participate in the Australian Institute of Company Directors (AICD) course, equipping them with the necessary skills to excel in boardroom roles.Since 2021, over 120 women have been provided the opportunity to take a critical look at their career, leadership and unique strengths through our Women Leading program. Respect @ Work training completed by 5,557 employees in 2023Investing in the future In 2023, we hired 5,893 new starters, with 33% being women. To continue this upward trajectory, we’ll keep working with our partners and exploring new avenues to attract and retain top women talent.We are recognised as a 2022-2023 Inclusive Employer by the Diversity Council Australia. 6
Growing the business and her career: Dimity Agland’s Ventia journeyAer almost 10 years with Ventia, Dimity Agland has t a lot in, and in many ways has grown up with the company.Starting as a Business Administration Trainee in 2014, Dimity completed her traineeship and moved into training administration and crew logistics roles.In 2017, Dimity moved into the role of Proposal Coordinator before completing a secondment in 2019 supporting operations and contract delivery. With her new knowledge and understanding of contracts, Dimity went on to become Contract Administrator in 2020, Team Leader for the Contract team in 2021 and is now Business Development Manager for Ventia’s Rig & Well Services business, a traditionally male-dominated industry. “I know and have met so many incredible, smart, talented women within this industry, and there are many more coming through the ranks.“It’s very exciting to be part of this journey and evolution, and to see the industry becoming far more inclusive. I can see the step change already happening, there are more and more women working in the eld and applying for roles. “My vision is a safe and approachable industry for both women and men, no disconnect or bias, just people working together because they love it.”Celebrating our achievements FINALISTPeople and Culture Award Lizette Bull2023 Women in Defence AwardsAustralian Defence MagazineFINALISTSocial Impact Woman of the Year Amanda Morton2023 Canberra Women in Business (CWB Awards)SynergyFINALISTChampion of Change Award Donny YapNSW NAWIC AwardsNational Association of Women in Construction7It’s very exciting to be part of this journey and evolution, and to see the industry becoming far more inclusive.
While we acknowledge the progress we’ve made, we recognise that our journey towards gender equality needs continuous eort and focus. Our Women Participation Action Plan 2024-2026, launching in March 2024, is informed by the voices of our people, and our Diversity Council of Australia and Have Your Say surveys. The plan will:• empower our women• set key targets by sector and level to increase women participation andto reduce the pay gap• includes inclusive actions and opportunities that benet everyoneacross our organisation• provide strategies to inuence the industry to attract more women totraditionally male-dominated industries• ensure alignment to our broader commitment to social sustainability. Ventia remains committed to achieving gender equality, both within our organisation and in the wider community.Looking ahead Learn more about our social progress and priorities in our 2023 Sustainability Report www.ventia.com/SR23.Read our ‘Women of Ventia’ Connect magazine where we shine a spotlight on some of the talented women across our business www.ventia.com/connectwomen 8
Connect with Us ventia.comLinkedIn.com/company/vntinstagram.com/ventiaservicesfacebook.com/VentiaCareerstwitter.com/VentiaServicesvimeo.com/ventiaptyltdVentia would like to respectfully acknowledge the Traditional Custodians of country throughout Australia and their connection to land, sea and community. We pay our respects to them, their cultures and to their Elders past and present.He tautoko te ahurea i ngā kawa me ngā tikanga o ngā Iwi whānui o Aotearoa, me ka kawa me ka tikaka o ka Lwi whānui o Te Waipounamu. We recognise and celebrate the culture of manawhenua in Aotearoa and Te Waipounamu where our teams respect local Lwi and communities across the country.Acknowledgement of Country and MihiDiversity is who we are, inclusion is what we do9