BEYOND BLUE EMPLOYER STATEMENT 2024–25

This Employer Statement relates to Beyond Blue’s information submitted to the Workplace Gender Equality Agency (WGEA) for the 2024–25 reporting period.

OUR OVERALL COMMITMENT

Beyond Blue is committed to gender equality and to creating a workplace where all employees have equitable access to opportunity, progression and reward. We support WGEA’s transparency objectives and recognise the publication of gender pay gap data as an important mechanism for driving sustained improvement.

Gender equality remains an ongoing focus for our organisation, and we continue to foster an inclusive workplace that supports fairness, flexibility and participation across all role levels.

At Beyond Blue, gender is disclosed on a voluntary basis. We support recommended legislative changes that strengthen data collection processes and better recognise gender diversity.

OUR OVERALL RESULTS

For the 2024–25 reporting period, Beyond Blue’s average (mean) total remuneration gender pay gap is 7.4%, representing a 3.0 percentage point reduction compared to the previous reporting period. Our median gender pay gap is 8.3%.

These results show continued improvement in our gender pay outcomes, with more work to do.

As with all WGEA reporting, these figures reflect differences in average earnings across the organisation and do not indicate unequal pay for equal or comparable work, which remains both a legal and organisational requirement.

During the 2024–25 reporting period, Beyond Blue implemented an updated Parental Leave Policy, increasing employer‑paid parental leave to 14 weeks and removing distinctions between primary and secondary carers. Beyond Blue continues to pay superannuation on employer‑funded parental leave and has extended this commitment to include superannuation contributions on periods of unpaid parental leave.

These initiatives demonstrate Beyond Blue’s ongoing commitment to supporting employees to balance work and caring responsibilities, and to promoting financial security during parental leave. In certain cases, Beyond Blue has also taken individual circumstances into account, extending parental leave entitlements beyond minimum eligibility requirements to support employee wellbeing and participation.

UNDERSTANDING OUR DATA

Beyond Blue operates within the Health Care and Social Assistance industry category used by WGEA, a sector that traditionally has a higher representation of women. While women are well represented across many areas of the organisation, our gender pay gap continues to be influenced by occupational and role level distribution, employment patterns and representation in higher paid roles.

In addition to our annual WGEA submission, Beyond Blue undertakes biannual internal gender pay analysis. This regular review supports a deeper understanding of trends over time, informs governance discussions and guides ongoing actions.

OUR GENDER PAY GAP DRIVERS

While gender pay gaps are influenced by multiple factors, Beyond Blue has identified the following key drivers influencing our 2024–25 results:

• Representation in leadership and senior specialist roles
  Men remain overrepresented in some higher paid leadership and senior specialist positions and comprise a larger proportion of roles in the upper pay quartile. This continues to contribute to the overall gender pay gap.
• Employment patterns
  Women are more likely than men to work part time, particularly in non-management roles. These employment patterns affect average remuneration outcomes.
• Career pathways and labour market dynamics
  Our results also reflect broader, sector wide trends, including historically gendered career pathways and external labour market conditions that influence access to more senior and specialised roles.

ACTIONS AND STRATEGIES TO ADDRESS OUR PAY GAPS

Beyond Blue recognises that addressing gender pay inequity requires sustained and deliberate effort. We continue to strengthen our understanding of the drivers of our results and are committed to ongoing monitoring and continuous improvement.

Key actions underway include:

• Leadership and progression
  Enhancing inclusive recruitment, promotion and succession planning practices to support greater representation of women in management and senior roles.
• Pay equity and governance
  Maintaining robust remuneration frameworks and conducting regular reviews of pay outcomes to identify and address potential gender-based disparities and ensure fair and transparent remuneration practices.
• Flexible work and shared care
  Supporting flexible work arrangements across role levels and encouraging greater participation of men in caring responsibilities, including the uptake of parental leave.
• Culture and capability
  Building inclusive leadership capability and addressing potential bias across recruitment, performance management and reward processes.
• Accountability and transparency
  Continuing biannual internal gender pay reviews and reporting outcomes to the Board, The Board’s Nominations & Remuneration Committee, and senior leaders to support informed decision-making and ongoing progress.

OUR COMMITMENT

Beyond Blue remains committed to progressing gender equality in the workplace. While change takes time, we will continue to monitor our outcomes, review our practices and take action to support fair and equitable remuneration across our organisation.