In March 2024, the Workplace Gender Equality Agency (WGEA) released its Gender Pay Gap (GPG) data for the 2022-23 reporting period (1st April to 31st March).

The GPG is not a comparison of like roles, it is a measure of the difference between the overall earnings of women compared to the overall earnings of men, expressed as a percentage. SA Power Networks Group – referred to as UMPL in this report – was at 13.3% (median total remuneration), well below the national Electricity Supply industry median average.

On 4 March 2025, WGEA is set to release its 2023-2024 report. While SA Power Networks Group has recorded an increase in GPG to 15.6% (median total remuneration) in the 1st April 2023 to 31st March 2024 reporting year, we remain below the new national average of 20.4%. The increase is predominantly attributed to our organisation’s essential emergency response role following the 2022-23 River Murray floods. During this time, our largely male-based field workforce was engaged in extensive, around-the-clock overtime work to restore power to our customers in flood impacted areas, the overtime allowance boosting their remuneration and in turn affecting our GPG data for this period. Our median base salary GPG (base rate not including allowances such as overtime) is at 0.0% for 2023-24; a marked improvement from -6.1% in 2021-22 and -1.3% in 2022-23. For the first time, the 2023-2024 report includes the ‘average’ GPG. For the SA Power Networks Group, the average total remuneration is 14.5%, an increase on the previous reporting period at 12.5% - still below the national average of 21.8% but aligning with our median increase.
 
At SA Power Networks, we understand that closing the GPG can lead to greater economic empowerment for women, reducing poverty and increasing their financial independence. Our commitment to pay equity underpins SA Power Network Group's ability to attract top talent, regardless of gender. Pay equity also contributes to an inclusive and diverse culture by letting our employees know they are valued and treated fairly, regardless of their gender. 
 
We remain committed to building and fostering a more gender-equitable workplace. Spearheading this approach is the gender equity pillar of our Inclusion & Diversity Strategy, which includes four key focus areas:

• Increasing representation of female employees and leaders across the whole business.
• Enhancing benefits and support available to caregivers.
• Supporting employees experiencing domestic and family violence.
• Providing a safe environment where LGBTQIA+ and gender diverse employees are supported and feel genuinely valued.

We believe these focus areas are fundamental to building a culture of inclusion and diversity. We know an inclusive and diverse culture makes us safer, our number one priority for the SA Power Networks Group. 

We have made progress towards gender equity; and we also recognise there is more work to be done. In 2024 we increased the proportion of women in leadership roles by 4%, and the proportion of women in our overall headcount by 1%. 

These results were achieved with the support of our Executive Leadership Team and a range of actions we have taken and continue to work on, including:

• Education to reduce conscious and unconscious bias to ensure decision making is based on fact and merit.
• Respect at Work training for all employees.
• Revision of policies and directives to ensure fairness, respect, and dignity.
• De-gendering parental leave to help break down traditional gender roles and reduce career penalties for women.
• Identification and development of high potential women to further support increasing the proportion of women in leadership roles.
• A Gender Equity Stream as part of our Inclusion & Diversity Committee to provide insights as to challenges faced by all genders and promote days of significance. 
• Offering flexible working arrangements for all genders allowing everyone to engage in caring responsibilities.
• Establishing a Gendered Behaviour & Language Working Group who seek opportunities to reduce gendered behaviour and language in the workplace including removing the gendered labels and behaviours that define and precede our women, ahead of capability. 
• Targeted programs to attract women and non-binary people into trade roles.
• Working with the education and higher education sectors to promote diverse career opportunities for women and non-binary people within the SA Power Networks Group, particularly in traditionally male-dominated roles like trades and engineering.

Further information on the Gender Pay Gap can be found at the WGEA website.