At Orica, we are committed to fostering a workplace where every individual is valued, respected and given equal opportunity to thrive. Our approach to gender pay equity and broader diversity and inclusion practices is fundamental to our vision of creating an inclusive and equitable environment for all our employees.

Ensuring gender pay equity is a critical aspect of our commitment to fairness and equality. We believe that equal work deserves equal pay, irrespective of gender.

Orica undertakes a range of activities aimed at making improvements in bridging our gender pay gap (GPG), including reporting and transparency through annual GPG updates to the Board, educating and emphasising GPG performance to leaders during our annual review process and conducting gender pay equity reviews to address any identified gaps in like-for-like roles.

In addition, we seek to increase female representation by setting measurable targets, referencing diversity dashboards to report and track progress, ensuring we use inclusive language in job descriptions and advertisements, and requiring diverse candidate slates and interview panels.

Orica does not pay people differently based on their gender. However, our GPG is strongly influenced by our workforce representation in terms of seniority—we currently have a lower proportion of women in senior leadership roles—and the types of roles performed by each gender; there is a higher proportion of women in administrative or functional support roles which traditionally pay less than technical or operational roles.

We believe that by addressing these disparities and fostering an inclusive environment, we can create a workplace where everyone can thrive and contribute to our collective success. 

Our submissions relating to the Workplace Gender Equality Act 2012 cover all employees and entities in Australia and can be found at the Orica Company Reports page. You can also explore data at the Workplace Gender Equality Agency website.