Gender Pay Gap
Employer Statement
2023-2024 Workplace Gender Equality Agency (WGEA) Reporting Data.
February 2025
Our Commitment to Gender Equality
At Furnx Warehouse Pty Ltd, we believe in fostering a diverse, inclusive, and equitable workplace where all employees, regardless of gender, have equal opportunities for career growth and fair remuneration. Our commitment to gender equality is a core part of our business strategy, ensuring we attract and retain the best talent while driving operational excellence in the wholesale and logistics sector.
We support the transparent publication of gender pay gap data by the Workplace Gender Equality Agency (WGEA) and recognise that continued progress is essential. While our gender pay gap results compare favourably to industry benchmarks, we are focused on further reducing gender disparities, particularly in leadership and operational roles.
Key Highlights from Our 2023-2024 Gender Pay Gap Analysis:
- Furnx Warehouse’s average total remuneration gender pay gap is 4.5%, significantly lower than the industry benchmark of 17.4%.
- Women make up 75% of managerial roles but only 25% of non-managerial roles, highlighting a need for greater gender balance at all levels.
- The largest gender pay gaps exist in operational roles, particularly sales (13.9%) and warehouse/labourer roles (20.6%).
- We have no equal pay gap for employees performing the same role, but overall disparities persist due to workforce composition and role distribution.
- We acknowledge that while progress has been made, there is still work to be done to create an inclusive and gender-balanced workforce.
Understanding the Gender Pay Gap
The gender pay gap (GPG) measures the difference in earnings between men and women across the entire workforce. It is not the same as equal pay, which ensures that men and women receive the same salary for the same or comparable work.
At Furnx Warehouse, we use WGEA’s methodology to analyse our gender pay gap, focusing on base salary, total remuneration, and workforce composition.
Metric
Furnx Warehouse (%)
Industry Benchmark (%)
Average Total Remuneration GPG
Median Total Remuneration GPG
Average Base Salary GPG
Median Base Salary GPG
4.5%
-1.0%
-0.7%
-5.3%
17.4%
12.5%
13.1%
9.1%
Key Insights:
- Furnx Warehouse’s gender pay gap is below industry averages, demonstrating progress toward pay equity.
- Women are underrepresented in upper pay quartiles, with only 31% in the highest salary band compared to 69% men.
- The biggest gender pay gaps exist in operational roles, where male employees are more concentrated.
These findings reinforce the need for targeted actions to improve female representation in leadership, operations, and higher-paying roles.
Key Factors Influencing Our Gender Pay Gap
Workforce Composition & Role Distribution
- Our logistics, warehouse, and sales operations have historically attracted fewer female applicants, contributing to gender imbalances in pay quartiles.
- Women hold a higher proportion of administrative and support roles, which traditionally have lower salary scales than operational and sales roles.
Representation in Leadership & Decision-Making Roles
- 29% of our senior leadership positions are occupied by women, a figure we aim to increase to at least 40%.
- Women are well-represented in managerial roles (75%) but are underrepresented in technical and frontline leadership positions.
Industry Trends & Recruitment Challenges
- The wholesale and transport industry remains male-dominated, affecting gender diversity in leadership pipelines.
- Recruitment data shows that fewer women apply for operational roles, impacting the overall gender balance at Furnx Warehouse.
How We Are Addressing the Gender Pay Gap
At Furnx Warehouse, we are committed to driving measurable change through a structured gender equality action plan.
Inclusive Leadership & Career Development
- Setting targets to increase female representation in
leadership roles. - Expanding mentorship and career development programs
for women. - Encouraging more women to apply for operational
and logistics roles.
Flexible Workplace Arrangements & Parental Leave Support
- Offering paid parental leave and return-to-work programs
for added support. - Exploring flexible work arrangements to accommodate
diverse employee needs. - Exploring job-sharing and hybrid work options where possible.
Pay Equity & Transparency
- Conducting annual gender pay audits to identify and address pay disparities.
- Implementing structured salary benchmarking to ensure fair and competitive remuneration.
- Enhancing recruitment processes to promote greater gender
diversity.
Diversity, Inclusion & Employee Engagements
- Providing unconscious bias and diversity training for hiring
managers and leaders. - Strengthening workplace policies to prevent discrimination and harassment.
- Conducting workplace engagement surveys to assess and
address gender equity concerns.
Our Future Commitments
To further close the gender pay gap and improve workplace equity, we will:
- Increase female representation in senior leadership and operational roles.
- Continue to monitor and reduce gender pay disparities through regular audits.
- Expand career development initiatives for women in logistics and wholesale.
- Enhance flexible work options and parental leave benefits and support
- Engage with industry partners to promote diversity in the wholesale and transport sectors.
We remain dedicated to fostering an inclusive and equitable workplace that empowers all employees to succeed and feel supported.
Leadership Endorsement
At Furnx Warehouse Pty Ltd, we are committed to driving positive change,
reducing gender pay disparities, and fostering a workplace where gender equality is the norm.
This Employer Statement reflects our ongoing commitment to closing the
gender pay gap, increasing female workforce participation, and ensuring equal
career opportunities for all employees.
John Auld
CEO, Furnx Warehouse Pty Ltd
14th February, 2025