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WGEA Employer Statement

Provet Pty Ltd (Provet) is one of the leading organisations supporting the Animal Health industry across Australia. As such, we recognise the important role we play in driving equality, diversity, inclusion, and equal pay for equal performance.

Achieving gender equality means creating a balance between equal opportunities for all employees irrespective of gender and taking constructive steps towards closing our gender pay gap.  

Organisational Context and Results

Provet is committed to providing policies, frameworks and standard practices that foster equality.   We utilise Aon Radford’s global rewards benchmarking platform to internally benchmark our roles and ensure we are achieving pay parity.    An important point to note, the gender pay gap is not the same as equal pay, (where females and males are paid the same if performing the same position). Therefore, the gender pay gap is not a reflection of the differences in pay between males and females in the same position.

During the 2022/2023 Financial Year, the WGEA reporting data for Provet’s average total remuneration indicated that there was a gender pay gap of 4.8%. Compared to the national Australian average of 21.7% (2023), this is an excellent result and one that we are proud of. 

The average base salary for females was 1.5% higher than their male counterparts.   Additionally, the report demonstrated that the workforce gender balance at Provet comprises of 52% female and 48% male employees, which demonstrates an equal and fair representation of genders. The Gender Pay Gap is potentially driven by a higher concentration of females in non-management positions across the organisation.

Drivers of the Gender Pay Gap

In analysing the results, we believe that the variance in the Gender Pay Gap at Provet is a result of two key factors:

  • A work force composition (managers and non-management staff), where there are more females in non-management positions (58%), and
  • A higher concentration of males in the upper pay quartile with more females in the lower quartiles. 

Our Action Plan and Commitment

Although our gender pay gap is 16.9% lower than the national Australian average, we know there is still work to be done in reducing our gap further.  We are committed to the following:

  • Ensuring we continue to offer equal pay for equal positions.
  • Providing Leadership training and development courses where there is equal gender diversity amongst participants. 
  • Ensuring that our internal and external hiring process is fair and unbiased, focusing solely on skills, qualifications, and experience. (note: in 2023, more females than males were promoted internally)
  • Ongoing learning and development opportunities that includes access to technical and soft skills training, career advancement and opportunities across Provet.
  • Recognising the importance of work-life balance for our team members and, where possible, offering flexible work arrangements to help balance work responsibilities with personal and family commitments. 
  • Providing employees with equitable career pathways.
  • Undertaking a ‘Gender Impact Assessment’ of the leadership training and development plans within Provet, and
  • Continuing to address the gender composition at all entry level positions within the organisation.