Gender Equality

Gender equality

Our vision for Gender Equality at TPG Telecom is an equal future for all. In the telecommunications industry, women comprise just 33.5 per cent of the overall workforce and 25.8 per cent of key management personnel (Source WGEA Data Explorer) We are not satisfied with the status quo, and we know that focusing on the attraction and retention of female talent will lead to better outcomes for our people, our business and our customers.
This is why we have committed to:

Increasing female representation across our workforce in Australia through:

• Achieving 45 per cent female representation in Strategic Leadership (Comprised of the top three tiers of leadership below CEO) by the end of 2026.
• Achieving 35 per cent female representation across our workforce by the end of 2024.
• Achieving 20 per cent female representation in STEM functions by the end of 2024.

Key Gender Equality Initiatives:

We are proud of the progress we have made against our gender targets, supported by initiatives to boost attraction, development and retention of female talent, including:

Gender pay equity
We remain committed to ensuring employees are equally remunerated regardless of gender, relative to role, and we have processes in place to prevent, monitor and remedy any identifiable pay gaps. As an organisation, we measure both gender pay equity and the gender pay gap. Gender pay equity refers to equal pay for equal work, ensuring that individuals receive the same compensation for similar roles regardless of gender, while the gender pay gap typically looks at the average or median difference in earnings between men and women across all roles.

40:40 Vision
In August 2022, TPG Telecom signed up to the 40:40 Vision. This initiative, led by HESTA and supported by industry partners, drives diversity in executive leadership in ASX300 companies. Becoming a signatory was a natural extension of our commitment to increasing gender diversity, specifically across our executive and senior leadership teams. The objective of the 40:40 Vision is to achieve at least 40 per cent women, 40 per cent men, and 20 per cent any gender in executive leadership positions by 2030.

Accelerate Her
In 2023, TPG Telecom introduced a transformational program, called AccelerateHer, designed to attract, strengthen and retain our leadership pipeline of women in technology. We have brought together over 160 women to connect, learn, provide valuable feedback and most importantly, create a supportive community of women from across TPG Telecom’s Technology division. AccelerateHer encompasses a formal learning pathway, panel discussions, coaching cafes, and Sponsorship, developing both professional and personal skills along the way. STEM Accelerate Her Conference

Inclusive parental leave
Recognising the importance of support for parents and carers, we offer a competitive 22-week paid parental leave benefit with flexibility on when and how the leave can be taken over a two-year period post birth or adoption. We do not require employees to be a primary carer, enabling families to better manage and share caring responsibilities, and their career.

Super Bump
Research shows that in Australia, women are retiring with less superannuation than men and have a higher rate of homelessness in their later years. To address this, we have implemented Super Bump.

Prevention of Sexual Harassment and Gendered-based Violence
In 2023 we commenced a partnership with Our Watch to support the establishment of a framework for the implementation of their Workplace Equality and Respect approach. Our Watch is a national leader in the primary prevention of violence against women and their children in Australia. Together, we have conducted a comprehensive analysis of our current approach and outcomes to identify further reasonable steps TPG Telecom can take to prevent harassment from occurring in our workplaces.

Domestic & Family Violence (DFV) Support
We continue to work with TelcoTogether to identify areas of collective action and responsibility within the industry that will have the greatest impact on reducing instances of domestic violence while also supporting survivors. Our DFV action plan is aligned to the TelcoTogether Framework and focuses on how we support both employees and our customers.

Flex to Thrive
We continue to offer Flexible and Hybrid working opportunities for employees, including flexibility around work location and hours. Additionally, we have numerous leave options and benefits to help employees manage their wellbeing and other interests and commitments outside of work. Find out more about our Flex to Thrive approach here.