Gender pay equity statement
Overall approach
At Charter Hall, we have created an environment where everyone feels supported and empowered to do their best work. Paying people fairly for the work they do is fundamental to this and how we do business, which is why it has been a focus for us over many years.
Our approach to pay equity is comprehensive, encompassing pay equity reviews, recruitment practices, pipelining female talent through structured career pathways, and fostering a supportive culture.
We measure gender pay equity by comparing the remuneration of our people on a like-for-like role basis. When measured in this way, there is no difference between the compensation of male and female employees at Charter Hall.
WGEA measures pay equity differently, looking at median and average earnings between our male and female employees, regardless of their role or seniority. Under this methodology, our headline figure stands at 31.6% (median) and 39.3% (average).
This shows a slight increase from the previous period, in part due to WGEA now including CEO remuneration in this year’s reporting. Excluding the CEO/MD to match last year’s methodology, the median and average gaps are 31.5% and 35.3%, respectively.
What we have learnt through this journey is that our primary focus is on a balanced representation across our workforce, at all levels.
While we’re on track to achieve our 2025 gender targets, we remain focused on achieving gender balance across all levels of our business. The below factors are our main areas of focus, and we will continue to invest our efforts in these:
Female representation in senior roles*
We have made progress in representation over the years, as shown in the graph. We are actively working to enhance female representation through several initiatives, including pipelining female talent through the business with structured career pathways to fast-track their growth, providing mentoring programs both internally and through our industry partners, and setting clear diversity goals.
Occupational segregation
Specific roles within our organisation, particularly revenue-generating positions such as funds management and asset management, tend to attract higher compensation and have a higher representation of male employees. We have made progress in diversifying our workforce in these roles. Since 2018, we have increased female representation in our revenue-generating roles from 15.2% to 35.4% in 2024.
*Senior roles are defined as our Executive population and Executive-1 level roles that lead significant business functions and teams across the Group.
^Definition of senior management was changed effective 1 July 2024 to better reflect our key roles.
Connection for life
When you decide to join Charter Hall, you're not just starting a new job; you're forming a lifelong connection within a dynamic, diverse and supportive community.
Our Alumni program celebrates the bond we share and offers a way for us to come together, to meet, connect and partner.
Giving, your way
We want to empower our people to pursue their passions and find purpose. And for many employees, giving back is a meaningful way to make a difference and enrich their own lives.
When you work with us, you can volunteer – as part of a team or in your local community, take part in our dollar matching payroll giving program or raise money for charitable organisations. Whatever you choose, we provide the resources and support.
Want to know what it's like to work in the property industry?
Through our scholarship program you can get hands-on experience working at one of Australia’s leading integrated property groups, and gain access to potential job opportunities at the end of the program.
Our initiatives
We continue to focus on the following initiatives to promote a workplace where everyone feels included, and motivated to do their best:
Annual pay equity reviews
We have conducted annual pay equity reviews each year for five years as part of our annual remuneration review to identify and rectify any gender-based pay disparities. We have historically provided an additional budget to leaders for closing any like-for-like pay gaps.
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Leadership and mentoring program
We offer leadership development programs and mentorship opportunities to support the advancement of women into senior roles. We also identify key revenue-generating roles within our business that typically feed into senior management positions and support the growth of internal female talent into these roles.
Industry activism
We are a founding member of Property Champions of Change, bringing together the leading organisations across the property industry to ideate and deliver gender equity initiatives.
Flexible work arrangements
Whilst our primary place of work is the office, we promote a culture of flexible working (work from home, flexible start/finish times, and work-from-anywhere technology), with formal agreements in place for a transitionary period when returning from parental leave.
Training and awareness
Ongoing training and awareness programs are in place to foster a supportive workplace culture that values diversity. This is evident in our onboarding program where we have a series of awareness training modules, right through to our senior Leadership Development Programs.
Recruitment and career development
We continually review and adjust our recruitment practices to ensure a diverse candidate pool and fair selection criteria. This includes diverse hiring panels and 50/50 gender shortlists when partnering with external agencies. We measure the percentage of promotions and career rotations that are female and provide gender insights for leaders on performance and talent assessments to identify any unconscious bias.
Policy changes
We are continually reviewing our policies to ensure fairness in our approach and encourage male uptake in caring roles.
More regular updates
Over the past 12 months, Charter Hall has improved the visibility of reporting to Executives and our people. This step is aimed at driving change through more regular reporting and oversight of gender pay equity at the Board, MD/CEO, and Executive
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