The Australian Prudential Regulation Authority published its Workplace Gender Equality Agency (WGEA) gender pay gap data for 2024, reporting an average total remuneration gender pay gap of 5.6%. APRA attributed the 0.3 percentage point increase from the prior year to the first-time inclusion of CEO remuneration in its 2024 WGEA submission. Excluding the WGEA classification of CEO remuneration, APRA reported an underlying average total remuneration gender pay gap of 4.8%, a 0.5 percentage point improvement year on year. Internal analysis identified a 0.6 percentage point increase in the nonmanagerial gender pay gap, driven primarily by workforce composition, including women being underrepresented in technical, leadership and specialist roles that typically attract higher market remuneration. APRA set out initiatives including a 40% women, 40% men and 20% flexible gender diversity objective across the overall workforce and within managerial and nonmanagerial cohorts, embedding gender balance in recruitment (including applicant pools and interview panels), and encouraging uptake of gender-neutral paid parental leave alongside flexible working arrangements.
Australian Prudential Regulation Authority 2026-03-03
Australian Prudential Regulation Authority reports 2024 average total remuneration gender pay gap of 5.6% and sets 40-40-20 diversity target
The Australian Prudential Regulation Authority (APRA) reported a 5.6% average total remuneration gender pay gap for 2024, attributing a 0.3 percentage point increase to the inclusion of CEO remuneration. Excluding CEO data, the gap is 4.8%, showing a 0.5 percentage point improvement. APRA aims to address gender disparities through initiatives promoting gender balance in recruitment and flexible working arrangements.