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Equity and Inclusion at APRA AMCOS

Back to Year in Review

The Community Engagement Principles

Relationships: take the time it takes to build trust and work with key stakeholders within the community about the best way to engage and work.

Self Determination & Representation:
“nothing about me, without me” - people can’t be what they can’t see, ensure appropriate representatives are involved in the business decisions, processes, strategy, and program designs that affect their community.

ensure informed, prior, and ongoing consent is obtained, maintained, and handled ethically.

Co-design and collaboration: understand the power dynamics at play, ensure sustainable and authentic exchange happens and uphold people’s lived experience as having authority, being valued, listened to, actioned and remunerated.

Accessibility: everyone has something to contribute - ensure environment, pathways, opportunities, and experiences cater to people’s unique needs.

In line with the requirements of the Workplace Gender Equality Act 2012 (Act), APRA lodged its annual public report with the Workplace Gender Equality Agency (WGEA) on 25 May 2023. The public report can be found on our website. (PDF 730kb)

Highlights from this most recent Report:

  • APRA's internal Gender Pay Gap as reported to WGEA, decreased by 4.2 percentage points over the reporting period (from 22.3% to 18.1%, significantly below the 22.8% gender pay gap reported by WGEA in its 2022 Gender Equality Scorecard). It's important to note that the Gender Pay Gap is not the same as Equal Pay. This article published by WGEA provides detail on the difference. Every industry in Australia has a gender pay gap in favour of men. Equal Pay is a legal requirement for like for like roles: APRA assesses and audits this regularly and is compliant.
  • APRA's workforce is made up 51.9% women and 48.1% men Note: WGEA collects gender non-binary data on a voluntary basis and is not yet reporting on this measure. While this may be the case, we are doing internal reviews on how to implement best practice for collecting a wider more inclusive data set.
  • APRA's management team (including team leaders up to Divisional Heads) is made up of 53.8% women and 46.2% men.
  • Eight women were promoted to management roles: up 34% from the previous 12 months and representing 89% of management promotions over the reporting period.
  • Women made up 72% of promotions across the business overall, over the reporting period.
  • The number of men (6) accessing paid parental leave has increased almost 50% in the last 12 months: for the first time, we had almost equal numbers of men (6) and women (7) accessing APRA's paid parental leave benefit.
  • Female representation on the APRA Board grew from 25% to 31% and on the AMCOS Board from 13% to 19%. The APRA Board also welcomed two Aboriginal and Torres Strait Islander Board Observers, one of whom is a woman.
  • APRA AMCOS has a sound foundation for the promotion of equity, which includes offering:
    • gender and carer-status neutral paid parental leave and superannuation top-ups;
    • hybrid and flexible working arrangements;
    • access to purchased leave;
    • support for learning and development, access to mentoring, frequent feedback and internal career mobility; and
    • a resourced and supported Equity Action Plan that looks at diversity broadly, including gender, race, ethnicity, sexual identity and disability.