Lion, Kellogg’s among top workplaces for gender equality

Lion, Kellogg’s, Caltex, LOreal, Smith’s, Reckitt Benckiser and Allen’s are among the 2019-20 WGEA Employer of Choice for Gender Equality (EOCGE) in Australia.

Lion was recognised for the third consecutive year as an Employer of Choice for Gender Equality. Stuart Irvine, CEO, Lion Group, said that it is quite heartening to be recognised again as there’s quite a high standard and rigorous assessment process required to become an EOCGE holder.

“Appearing on this list sends a strong message to prospective employees, and society more broadly about the emphasis Lion places on gender equality in the workplace. It takes courage to challenge the status quo – and it takes courage to lead by example, but it is the right thing to do,” said Irvine.

Lion now has a female population of 40.2 per cent, which puts their 50:50 gender target for 2026 more reachable.

It’s the first time for Kellogg’s Australia to be recognised on the WGEA’s list.

Kellogg’s ANZ managing director, Esme Borgelt, said the company was “incredibly proud” to be listed.

“It’s been proven time and time again that groups with diverse perspectives and flexibility in thinking almost always outperform groups with less diversity, leading to higher levels of creativity, innovation and organisational agility – which is why we’re committed to building our diverse teams across the business,” she said.

She said that the push for a more diverse and inclusive workforce at the company is part of its commitment to living its founder’s values.

“Diversity in the workplace is and will always remain a top priority for our business, globally,” she added.

Currently, 45 per cent of Kellogg’s Australian senior positions are held by women. The company recently appointed the first female plant director to run the Australian manufacturing plant.

The Workplace Gender Equality Agency (WGEA) and the University of Queensland’s AIBE Centre for Gender Equality in the Workplace named Australia’s top 119 organisations working to close the pay gap.

Citation holders were found to have performed better on some key gender equality indicators than other organisations and have a faster reduction in the gender pay gap with 9.2 percentage point (pp) drop in EOCGE organisations’ total remuneration gender pay gap compared to a 3.7pp decrease for other reporting organisations between 2013-14 to 2017-18.

The businesses recognised also had more women at management levels over the five-year period.

In 2017-18, just 8.9 per cent of EOCGEs had no female directors on their boards compared with 35.9 per cent across the other reporting organisations.

“This new research shows that positive and measurable improvements have been made by our EOCGE citation holders. These leading employers are closing their pay gaps and increasing their representation of women in management at a faster rate than other employers in our dataset. These findings alone demonstrate the tangible and positive impact of the EOCGE citation,” Libby Lyons, director of the WGEA, said.

“My hope is that this insightful report will encourage other business leaders to embrace the commercial benefits of gender equality and create workplaces free of discrimination and bias for both women and men.”


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