Pay Parity Targets

SYSTRA ANZ promotes an organisation culture which distinctly values equity and inclusiveness. We are committed to building a culture of equality, with greater female representation in leadership and technical roles.

We have selected a number of programs that support and encourage greater participation by women in our industry. Acknowledging that historically women have been underrepresented, so also actively support and participate in pre-tertiary education programs to encourage girls to study STEM and consider working in our industry beyond their school education.

In the workplace, we support flexible work practices to assist with managing family commitments, paid purchase leave, mentoring and coaching opportunities and leadership development.

At SYSTRA, one of our core values is excellence. In order to be truly excellent, we need to embrace diversity in everything we do. With diversity we get deeper insights and can be more representative of the communities we serve. We don’t wish to be just diverse, but also inclusive and equitable. This requires bold leadership and continued learning, truthfulness and transparency. We are committed to uphold these values and build a workplace that welcomes everyone and most importantly, honors equal pay for equal work.

We remain committed to reducing the gender pay gap and will continue to work to close it at SYSTRA ANZ.
Alana Newbrook, Chief Executive Officer, SYSTRA ANZ

SYSTRA operates in an industry that has a sustained low representation of women in technical roles. We understand it is our responsibility to actively support programs, practices and industry partnerships to increase participation of women and support them in the workplace. Our actions in partnering with TechGirls, She Maps, university societies like WIESoc (UNSW) and FIRE (RMIT) and gaining endorsed employer status from Work180 are demonstrative of our commitment.

We acknowledge the importance of having a diverse, inclusive and equitable workplace and support measuring gender pay gap to hold to account that there continues to be a need for action to address pay gaps.
Alison Scott, Chief People Officer, SYSTRA ANZ

Our commitment to Action

As part of our ESG Commitments, we have outlined our desire to achieve pay parity by 2030.

Further to this and in acknowledging the disparity in pay and the value that diversity brings to our workplace, we have developed a Diversity, Equity and Inclusion strategy that consider the actions and initiatives that may be undertaken.

To achieve Pay Parity, the following guiding principals have been identified:

Recruit – Our workforce reflects the diversity of the community we serve
Include – Our culture fosters access and inclusion
Develop – We provide opportunity for growth
Lead – We lead boldy with innovation

Our initiatives to achieve Parity

We recognise that achieving pay parity is not only a matter of fairness but also a crucial step towards building a more inclusive and equitable workplace. While we acknowledge that we have not yet reached this goal, we are committed to making significant strides in this direction.

To advance the interests of women in our business, we have implemented a range of targeted initiatives, including:

Flexible workplace policy
Paid parental leave
Carers leave
Active support for women in STEM programs
- SheMaps
- Women’s Safety Charter
- Women in STEM Decadal Plan
- Women in Engineering Society (WIESoc) at UNSW
- Females + in RMIT Engineering (FiRE)
- techGirls (Concluded at the end of 2023)
- National Women in Transport Group
Wellbeing in the Workplace
Workplace 180 partnership

For more information on each of these initiatives, please head to our Diversity, Equity and Inclusion page.

In partnership with Work180

SYSTRA ANZ is proud to have been recognised as an inclusive employer by WORK180 since 2021. This partnership focuses on enhancing our workplace standards for all employees to thrive, particularly women.

A crucial part of this collaboration is the Diversity, Equity, and Inclusion Assessment—a tool that annually reviews our initiatives, policies, and metrics. The report helps us identify strengths and areas for improvement, allowing us to benchmark what we are doing against other employers to drive positive change.

We’re excited to share an overall improvement in our DEI Assessment throughout 2023. This increase is a direct result of the implementation of inclusive policies and initiatives, based on the recommendations of the Assessment.

You can view our policies and benefits here.

How our initiatives are making valuable contributions to the lives of our people

Flexible Work Policy

SYSTRA ANZ’s flexible work policy has allowed me to successfully manage my work life balance. It has enabled me to manage school pickups, navigate school holidays, and prioritise family commitments without sacrificing professional responsibilities. The policy is available for everyone and is used by many, creating a warm and embracing workplace culture.
Lauren Bernays, Director – Talent Acquisition

Parental Leave

The Parental Leave program at SYSTRA provided our family an amazing start to our new life. It is incredibly well supported by everyone in the business particularly those in leadership who helped ease the transition back into the workforce, this is particularly important for women. Knowing we were so well supported offered us peace of mind knowing that we could fully embrace this special time without the stress of work and finance.
Nieves Penalba Perez, Senior Consultant – Complex Structures