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WGEA Employer Statement

Slalom’s Commitment

At Slalom, we strive to be a company that creates a thriving culture of inclusion, diversity, and equity that is reflected and experienced across our local and global teams. Our diversity allows us to better serve our clients and communities and to help people and organisations dream bigger, move faster, and build better tomorrows for all.

We value the uniqueness of every individual and want our people to bring their authentic selves to work. As a result, Slalom Australia reflects the rich diversity of our customers--and their customers--and the global communities in which we live and serve. We deliver innovative solutions and improve decisions by having diverse teams, inclusive leaders, and a global mindset, and we believe in equal opportunity for all. 

Slalom Australia is committed to achieving gender parity and embodies this in our Human Rights and Labour practices globally. While we make every effort to achieve this, we are not immune to the societal, industrial, and organisational factors that impact pay equality. We recognise that our reputation for innovation means we should lead the way for our industry, and while we are working hard and are proud of our progress, we acknowledge we have more to do.


Gender Pay Gap Explained

As governed by the Workplace Gender Equality Act 2012 (WGEA), annual gender equality reporting is a mandatory program for all non-public sector relevant employers in Australia. The reporting measures the difference in average pay between all men and all women within an organisation, irrespective of the type of work they do, their seniority, or their location.

The gender pay gap is expressed as a percentage to show the difference between women's and men's average earnings. The gender pay gap is not the same as equal pay. Equal pay is where women and men are paid the same for performing the same role or different work of equal or comparable value. In Australia, this has been a legal requirement since 1969. Gender pay gaps are not a comparison of like roles. Instead, they show the difference between the average pay of women and men across organisations, industries, and the workforce as a whole.

WGEA collects data on six Gender Equality Indicators (GEIs) to support employers in assessing and driving gender equality in the workplace. The GEIs represent the key areas where workplace gender inequality persists and where progress toward gender equality can be achieved through focused action.


Slalom Australia’s Gender Pay Gap Data and Industry Benchmarking

In the WGEA reporting, Slalom Australia’s Industry Comparison Group is Management Advice and Related Consulting Services, with an employee range of 250 – 499. We acknowledge some strong results reflected in the Industry Benchmarking Report, especially compared to industry standards. Sustained change takes time, and while our current gender pay gap is largely driven by smaller representation of women in senior positions and our overall female representation, our actions are moving us in the right direction. Fuelled by our commitment to doing what is right, always—inclusion, diversity, and equity are not just something we do but rather who we are as a company.

Gender Pay Gaps

Pay Gaps


Industry Comparison

Median gender pay gap for total remuneration



Median gender pay for base salary



Total Workforce Gender Composition

Total Workforce

Slalom Women

Industry Women

Slalom Men

Industry Men

Workforce Percentage





Gender Composition by Pay Quartile

Pay Quartile

Slalom Women

Industry Women

Slalom Men

Industry Men






Upper Middle





Lower Middle











We are committed to long-term, sustainable change for our industry, and we are looking at various avenues to play a leading role. Reflecting our commitment, we have put in place several programs and policies, including:

  • Pay equity analysis embedded into our year-end annual review process and mid-year review process to ensure our new pay for all is equitable.
  • Quarterly demographic data analysis for internal accountability.
  • Annual hiring and promotion demographic trends analysis.
  • Sexual harassment and discrimination policies with an annual review required by all team members.
  • Mandatory annual sexual harassment and discrimination training required for all team members.
  • Mandatory Unconscious Bias training required for all team members.
  • Mandatory Inclusive Performance Management training required for all team members involved in the performance assessment processes.
  • Mandatory inclusive recruiting training for all those involved in the recruitment process.
  • Bias review tools for analysing job postings prior to publication.
  • Competency-based interviewing during recruiting.
  • Me@slalom's career framework that encompasses job architectures, skills, and competencies to ensure equity in how individuals are assessed in their roles.
  • Equitable family formation benefits and parental leave policies for men and women, with superannuation paid on the unpaid portion of parental leave.
  • Flexible working arrangements for all team members.
  • Self-identification tools enabling team members to self-identify their gender identity with greater specificity.
  • Mentoring programs for women.
  • Three women-focused employee resources groups.
    • Women’s Leadership Network is committed to engaging, inspiring, and encouraging every woman at Slalom to achieve her full and unique potential.
    • Women Who Build is Slalom Build’s inclusive, diverse community dedicated to inspiring, supporting, and empowering our female Builders.
    • Women in Tech’s purpose is to inspire, nurture, and champion women’s careers in technology. 

More information on our programs and policies that support gender equality, can be found in the Slalom Impact Report.



At Slalom Australia, we put our people first and are committed to providing equal opportunity for all our team members. This analysis focuses on gender, as per the Australian legislation, but we know gender parity is just one demographic data point. While a gender parity gap exists, there is no corresponding pay equity gap in our organisation, confirmed by our Pay Equity Analysis that is embedded into our year-end annual review process and mid-year review process. We regularly review our processes and practices to ensure that we do our part to prevent bias that could unintentionally cause pay inequity in all areas of diversity.

The journey towards gender pay equity is continual, and Slalom Australia remains committed to long-term, meaningful action and taking a leading role in creating sustainable change for our industry.

To learn more about Slalom Australia’s commitment to Inclusion, Diversity & Equity, visit