WGEA Reporting and APRA AMCOS Gender Pay Equity

Company Statement 21 February 2025

APRA AMCOS Gender Equality Report Employer Statement

APRA AMCOS values a diverse and inclusive workplace. We actively seek to foster equity through a broad suite of policies and initiatives. We welcome the work of the Workplace Gender Equality Agency (WGEA) and the focus and commitment that WGEA reporting requires from organisations in order to address the Gender Pay Gap (GPG).

We note that the 2024 WGEA Industry Comparison Benchmark report records the following strengths for APRA AMCOS, when compared with other reporting organisations in the Motion Picture and Sound Recording Activities industry.

• 54% of management roles are held by women, surpassing the industry comparison group (Motion Picture and Sound Recording Activities) average of 40%.
• We have made good gains against industry benchmarks in the following GPGs:
  • Other Executives and General Managers (2% as compared with the industry’s 11.5%)
  • Senior Managers (-1.9% as compared with the industry’s 6.3%), and
  • Sales roles (2.7% compared with the industry’s 7.2%).
• We have also made improvements against our own performance in 2023, achieving the following GPG reductions in 2024
  • Other Managers (GPG reduced by 7.2 percentage points), and
  • Clerical and Administrative Staff (the GPG favours female staff and we have reduced that gap from -1.9% in 2023 to -1.7% in 2024).
• Our 18 weeks paid parental leave at full pay, significantly exceeds the industry average of 12.5 weeks.
• In addition, APRA AMCOS’ paid parental leave benefit is gender and carer-status neutral. This has enabled more men to take up the benefit: we note that uptake by men of this benefit at APRA AMCOS at 36% is more than double that of the number of men who take up this benefit in the industry (17% only).
• Our generous paid parental leave benefit is supported by our Policy to pay superannuation on paid and unpaid parental leave. The result has been higher retention and job satisfaction allowing employees the time to care for their families without compromising their career.
• Gender representation in our workforce remains well-balanced, with 47% men and 53% women, compared to the industry average of 57% men and 43% women. This balanced representation is a testament to our inclusive recruitment practices, which ensures a gender-diverse pipeline of talent for advancement opportunities and growth within the organisation.
• This gender balance continues within non-Manager roles, with 53% women and 47% men in these roles, compared with industry averages of 40% and 60% respectively.
• Women are well represented in the Upper Middle Quartile of earnings at 60% when compared with 38% in our industry, demonstrating there is healthy opportunity for advancement and income growth. Our challenge is to ensure this balance remains equitable in future years so that men continue to be fairly represented in this quartile.

The gains we have made are the result of significant steps to promote gender pay equity, such as assessing remuneration for like roles across the organisation, reviewing remuneration upon hire and conducting annual reviews using external remuneration benchmark guidance.

While the WGEA Industry Benchmark Report shows an overall average GPG of 18.2% against the industry’s 11.2%, we are heartened to note that when compared on the median, the GPG drops to 13.6% against the industry’s 12.5%. The median is a better reflection of typical earnings of most roles in our business, while the average can be distorted by the earnings of exceptional high earners. That said, there is no doubt there is still work to be done. Our focus for the 2025 reporting year is to continue to achieve improvements in both our average and median GPGs and to improve the gender representation in the upper (senior leadership) and lower (entry level roles) pay quartiles through targeted talent management and recruitment strategies.