At Russell Kennedy, we are dedicated to ensuring that all of our people feel valued and are empowered to succeed. This includes a strong commitment to gender equality.
Our Gender Equality and Diversity, Equity, and Inclusion Strategies provide a framework for evaluating workplace policies and practices through a lens of gender equity and a broader intersectional view.
As part of our dedication to transparency and accountability, we are pleased to share the results of our recent Workplace Gender Equality Agency (WGEA) Gender Pay Gap (GPG) analysis and internal firm GPG review:
- WGEA 2023-24 Average total remuneration gap: 11.9%, compared to the WGEA comparison group average of 19%.
- WGEA 2023-24 Median total remuneration gap: 7.9%, compared to the WGEA comparison group median of 9.8%.
- Russell Kennedy as of 1 April 2024: 5.69% for base pay and 7.4% for total remuneration.
These figures reflect our sustained focus on gender pay equity, and our commitment to continuous improvement. We are proud of the progress we’ve made but acknowledge that there is always more work to be done.
We acknowledge that there are people who identify as non-binary. We are not as yet able to reflect this in our statement or GPG due to the number of our people in our firm who identify as non-binary.
Achieving gender equality extends beyond pay equity. It involves addressing systemic barriers, supporting career progression, and fostering a culture of inclusion and belonging. Our initiatives include:
- Ongoing reviews of remuneration and promotion processes.
- Leadership programs and opportunities.
- Active engagement with external frameworks, such as the WGEA Employer of Choice citation.
For further information about our Gender Pay Gap, Gender Equality, or Diversity, Equity & Inclusion strategies or initiatives, or to discuss our WGEA Pay Gap results, please contact Paul Gleeson, Managing Director or Leanda Nissen, Director – People & Culture.