The Fruit Box Group Pty Ltd (TFBG) has participated and provided data to Workplace Equity Gender Agency (WEGA) since 2013. Under the new legislation, WGEA will publish employer gender pay gaps, in addition to publishing the gender pay gap at a national, industry and occupational level.
The purpose of this statement is to support pay gap information that will be published by WEGA and should be read in conjunction with:
- WGEA Reporting Executive Summary
- WGEA Reporting Industry Benchmark Report
Publishing gender pay gap data will draw on existing reporting data in WGEA’s database.
The gender pay gap gives a snapshot of the gender balance within an organisation. It measures the difference between the average earnings of all male and female employees, regardless of their role or seniority.
TFBG Strategy
At TFBG, we encourage, value and leverage the diversity of people, and perspectives to achieve maximum business performance. It is critical to our success that we have a workforce as diverse as our customers. Focusing on diversity and inclusion supports our business strategy by attracting top talent and improving our decision-making.
Our engaged and inclusive teams encourage people to share their diverse insights and perspectives to help drive innovative solutions that accommodate our customers’ needs.
Understanding the Gap
Pay gaps are not influenced by gender alone, but are also affected by experience, part-time work and how long employees have been in their roles.
The gender pay gap is the difference in earnings between women and men.
TFBG gender pay gap is 2.7% and is low compared to the industry benchmark data of 13.3%. This also represents a decrease from the 2021 – 2022 figure of 8.0%.
The industry comparison group is generated by a combination of the Australian & New Zealand Standard Industrial Classification (ANZSIC) industry class and equivalent sized organisations. ANZSIC is the national framework used to classify industries according to the primary activity. TFBG’s primary industry is noted as 4122, Fruit & Vegetable Retailing.
In evaluating compensation across job levels, encouragingly, we found that there were no pay gaps when looking across similar roles. This is due to TFBG’s Enterprise Agreement 2022 – 2026 being in place and operational. The enterprise agreement differentiates compensation between job levels, not gender. In other gaps analysed, the gap was in the positive for female employees. This gives us confidence about internal pay practices – that when we look at equivalent roles, males and females are compensated equitably at TFBG.
While we are maintaining a focus on increasing the number of women in senior positions, we also strive to have the most talented people in roles regardless of gender.
The industry comparison group is generated by a combination of the Australian & New Zealand Standard Industrial Classification (ANZSIC) industry class and equivalent sized organisations. ANZSIC is the national framework used to classify industries according to the primary activity. TFBG’s primary industry is noted as 4122, Fruit & Vegetable Retailing.
Gender Equity Indicators (GEI)
The following is an outline of the GEI and associated strategy/policy we have in place.
