As an organisation with more than 100 employees, APRA AMCOS lodged its annual public report with the Workplace Gender Equality Agency (WGEA) on 25 May 2023. The public report is on our website.
It is important to note that the Gender Pay Gap is not the same as Equal Pay. Equal Pay is a legal requirement for like-for-like roles. APRA AMCOS’ annual salary review ensures that we are compliant with Equal Pay requirements, regardless of gender.
The Gender Pay Gap is a measure of the difference in earnings between men and women in the workforce. (Note: WGEA has not included non-binary data in its assessment as it is in the process of establishing a baseline level for this information).
Sadly, every industry in Australia has a gender pay gap in favour of men. If a company has a larger proportion of men in high-paying roles and a larger proportion of women in low-paying roles, then the overall pay gap between men and women will be higher, even if they are equally qualified and perform equally well in their roles.
APRA AMCOS aspires to be a best practice employer and an advocate for representation, equity and inclusion in the music industry. As a leader in our industry, an employer of over 400 staff across Australia and New Zealand, and the representative of over 119,000 songwriter, composer and music publisher members, we have invested in and built pathways towards balanced representation, equity and inclusion within our workforce and leadership. Some of the ways that we have enabled this include:
We outperform the Industry Comparison Group on representation of women in workplace overall and management.
We have achieved the benchmark 5% gap, or are close to achieving it, within the largest occupational categories in the business
For the WGEA report, APRA AMCOS’ industry comparison group is “Information Media and Telecommunications,” and the sub-category is Motion Picture and Sound Recording Activities.
APRA AMCOS reported a median total remuneration gender pay gap of 13.8% for 2023. This is lower than the national median total remuneration pay gap of 21.7%, and notably lower than the Industry median total remuneration pay gap of 24.5%, We note that the best practice pay gap benchmark is less than 5%. We have achieved this, or are close to achieving it, within the largest occupational categories in the business:
APRA AMCOS outperforms the Industry Comparison Group on representation of women in:
Participation by women in our workforce is enabled by generous flexible work arrangements and carer-status neutral parental leave benefits that are higher than those offered by the Industry Comparison Group:
We’re celebrating that, for the first time, almost equal numbers of men (6) and women (7) accessed APRA AMCOS' paid parental leave benefit. The number of men accessing paid parental leave increased almost 50% in the last 12 months. Shared caring arrangements between the genders enables more equitable workforce participation by women. We welcome the change that APRA staff are making possible by drawing on these benefits in this way.
Ultimately, our aim is to work in a way that enables equitable outcomes for everyone and supports our entire workforce.