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At IFS, we are committed to building a fair, inclusive and equitable workplace, and transparency is a critical partof that commitment.

Our latest Workplace Gender Equality Agency (WGEA) results for 2024–25 show that our average gender pay gap is 6.9%, with a median gender pay gap of -1.6%. In practical terms, this means that at the midpoint of our organisation, women are paid slightly more than men.

Across recent reporting periods, our gender pay outcomes have remained materially below the mid‑point of our industry comparison group, which sits at 22.2% for organisations of a similar size and sector.

Our results reflect deliberate choices but also honest realities. While our median pay outcomes indicate parity, our average gender pay gap highlights a concentration of men in higher‑paid roles, something we actively monitor and are working to address.

Based on our most recent WGEA report, women made up 64% of our managers and 51% of non‑manager roles, with 33% representation at CEO, Head of Business and Key Management Personnel levels. Women were also more likely to be appointed to both manager and non‑manager roles across the last two reporting periods.

More broadly, Australia’s gender pay gap remains a key driver of long‑term economic inequality, including the fact that women still retire with significantly less superannuation than men. Employers have a critical role to play in changing that trajectory.

Here at IFS, gender equity is not a one‑off result or a compliance exercise. It requires ongoing action, reflection and accountability. That’s why our focus remains on practical, sustained initiatives, including leadership development and mentoring for women, gender‑balanced recruitment practices, unconscious bias training, continued support for flexible work, and listening closely to employee feedback to inform where we go next.

We will continue to use our WGEA data as a tool for improvement, to challenge ourselves, track progress, and ensure our workplace supports fair pay, inclusive opportunity and sustainable careers for everyone.

Because better outcomes for women mean stronger organisations and better outcomes for all.

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