Beyond Bank gender equality statement.
At Beyond Bank, we exist to create better lives by caring for members and their communities. We believe that to do this, we must preserve a workplace where our colleagues feel safe, included, and connected. We are committed to nurturing a culture where each individual feels valued, respected, and supported to thrive — no matter their gender, background or life experience.
Our gender equality commitment.
Each year, we report our progress to the Workplace Gender Equality Agency (WGEA). Through this, we remain accountable to ensuring we’re preserving a workplace that reflects fairness, opportunity, and equality.
Our results for the WGEA reporting period 1 April 2024 to 31 March 2025 show:
- Our 21.9% average total remuneration gender pay gap. This is a reduction of 1.2% and aligns with the midpoint of similar sized employers in the banking sector.
- Our 14.3% median total remuneration gender pay gap. While this is an increase of 1.7%, it remains lower than the midpoint of similar sized employers in the banking sector at 22.4%.
We are proud to have such a strong representation of women in our workforce, with females representing 63% of our total employees. Our analysis tells us that the current distribution of roles across the organisation is a key driver of our gender pay gap, with a higher proportion of men in senior and higher-paid positions, and an overrepresentation of women in our branch and member service centre roles, along with junior and mid-level roles. This structural imbalance has a significant impact on the overall figure.
The actions we’ve taken.
During the previous WGEA reporting period, we took meaningful steps to improve gender equality at Beyond Bank, including:
- Undertaking a bank‑wide gender equality survey supported with independently run focus groups, to better understand our employees’ experiences
- Reviewing key people policies to remove barriers and increase flexibility
- Conducting detailed analysis of our gender representation and pay positions across all employment levels within our organisation
- Increased reporting to our Remuneration Committee.
Looking Ahead.
Sustaining a gender‑equal workplace requires focus, transparency, determination and cultural change.
In the years ahead, we’ll continue to:
- Grow our female representation in senior leadership roles
- Enhance our paid parental leave offering and encourage a more balanced uptake of parental leave. Pleasingly, this includes a recent increase in paid parental leave for primary carers from 12 to 16 weeks, approved under Beyond Bank’s 2025 Enterprise Agreement, reinforcing our ongoing commitment to gender equality.
- Strengthen leadership pathways and development opportunities for females
- Ensure our recruitment, promotion, and remuneration practices remain fair and transparent.
We’re committed to building an even stronger, fairer, more inclusive and equitable organisation for everyone.
Beyond Bank Australia is compliant with the Workplace Gender Equality Act 2012 (Act) for the 2024-25 reporting period. See Certificate of Compliance.
For more information about Beyond Bank’s gender pay gap and gender composition please refer to The Workplace Gender Equality Agency, an Australian Government statutory agency created by theWorkplace Gender Equality Act 2012 - www.wgea.gov.au.
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