Slalom Australia is committed to fostering an inclusive and equitable workplace where all people are treated fairly and have access to opportunity, development, and reward. Transparency in how we measure and address gender equality is an important part of that commitment, and we welcome the publication of employer gender pay gap data by the Workplace Gender Equality Agency (WGEA).

We recognise that addressing gender inequality requires sustained, long-term action. While we are encouraged by the progress we have made, we acknowledge there is more work to do.

Understanding the Gender Pay Gap

The gender pay gap measures the difference between the average earnings of women and men across an organisation, regardless of role, level, or location. It is an unadjusted measure and differs from pay equity.

Pay equity refers to women and men being paid equally for the same or comparable work and has been a legal requirement in Australia since 1969. Gender pay gaps are most commonly influenced by workforce composition, particularly the representation of women at senior levels and in higher-paid roles.

Slalom Australia’s Gender Pay Gap and Industry Context

Slalom Australia is benchmarked within the Management Advice and Related Consulting Services industry (250–499 employees).

For the 2024–2025 reporting period, Slalom Australia’s gender pay gap outcomes compare favourably to industry benchmarks across both total remuneration and base salary measures. Our average total remuneration gender pay gap is 16.5%, compared to an industry average of 19.1%, while our median total remuneration gender pay gap is 15.9%, compared to 19.6% across the industry.

On a base salary basis, Slalom Australia’s average gender pay gap is 15.8%, below the industry comparator of 16.4%, with median base salary outcomes aligned to industry levels.

Our analysis shows that Slalom Australia’s gender pay gap is primarily driven by workforce composition, including:

• lower representation of women in senior leadership roles, and
• overall workforce distribution by level.

Importantly, our pay equity analysis confirms there is no systemic pay inequity for comparable roles. Women and men performing like-for-like work are paid equitably.
 

Workforce Representation

Women represent 39% of Slalom Australia’s workforce, compared to an industry average of 46%. Female representation is stronger at early and mid-career levels and decreases at senior levels, consistent with broader industry trends. Improving representation at senior levels remains a key focus of our long-term strategy.
 

What We Are Doing

We take a data-driven and proactive approach to monitoring and addressing gender equity. Our ongoing actions include:

• Embedded pay equity analysis within annual remuneration review processes
• Quarterly workforce demographic analysis and annual hiring and promotion reviews
• Mandatory training on unconscious bias, inclusive recruitment, inclusive performance management, and sexual harassment prevention
• Bias review tools for job advertisements and competency-based interviewing practices
• A structured career framework encompassing job architecture, skills, and competencies to support equitable assessment and progression
• Equitable parental leave and family formation benefits, including superannuation paid on unpaid parental leave
• Flexible working arrangements available to all team members
• Mentoring programs and women-focused employee resource groups
• Enhanced self-identification options for gender identity

These initiatives are designed to support fair outcomes across the full employee lifecycle and to strengthen representation over time.
 

Looking Ahead

We recognise that gender equality is not achieved through a single reporting cycle. Slalom Australia remains committed to continuous improvement, transparent reporting, and accountability. By focusing on equitable pay practices, inclusive leadership, and sustainable talent pipelines, we aim to reduce our gender pay gap over time and contribute positively to broader industry change.

To learn more about our commitment to our people view our people.