Statement on Gender Pay Gap Report 2023-24

SYSTRA ANZ acknowledges the findings of the Workplace Gender Equality Agency’s (WGEA) Industry Benchmark Report for 2023-24 and remains committed to achieving workplace gender equality across all levels of our organisation.

Current Position

Our latest WGEA report indicates a total remuneration gender pay gap of 19.7%, which is slightly higher than our industry comparison group’s median of 17.9%.

However, for some roles, including ‘All Managers’ and ‘Key Management Personnel’, SYSTRA ANZ has managed to close the gap further compared to the comparison group, largely achieved through representation of women in these levels:

Role	SYSTRA ANZ	Comparison Group
All managers	12.5%	17.3%
Key Management Personnel	-10.2%	13.3%

While we have made progress in some areas, we recognise there is more work to be done to close this gap.

The Company has put in place a number of initiatives to support gender equity and one that has seen a higher uptake than our comparison group is paid parental leave for males. The program is open to employees regardless of being primary or secondary care givers and has been taken up by 64% males, compared to 0% in our comparison group.

Current Initiatives

SYSTRA ANZ has implemented several key measures to promote gender equality:

• We offer 14 weeks of paid parental leave, which is higher than our industry comparison group’s median of 12 weeks
• We provide superannuation on employer-funded parental leave
• We conduct regular payroll analysis to identify and address any remuneration gaps
• We have established formal targets to address gender equality in the workplace
• We maintain robust reporting and data collection processes regarding workplace conduct
• We continue to maintain endorsement through Work180 as an employer committed to diversity, equity and inclusion.
• We continue to make the Trellis First Five Program available to our early career women and managers. A program tailored to support early career women navigating male-dominated industries.
• The Company is committed to and will continue to support programs that encourage more women to study STEM and undertake engineering studies to work within our industry. This includes through school mentoring programs, university societies and other industry programs.

Commitment to Improvement

We acknowledge that our current gender pay gap requires focused attention. In response, we are:

1. Conducting a comprehensive review of our remuneration frameworks
2. Implementing enhanced recruitment and promotion practices to ensure gender equity
3. Strengthening our succession planning to maintain gender balance at all organisational levels
4. Maintaining our parental leave support programs to encourage greater uptake among all employees

SYSTRA ANZ remains dedicated to creating an inclusive workplace where all employees have equal opportunities to succeed and advance their careers. We will continue to work closely with WGEA and industry partners to implement best practices in workplace gender equality.