At Supported Care, we understand that equity is not achieved overnight. It requires continuous effort, well-designed systems, and a culture that values fairness at every level.
Our recent submission to the Workplace Gender Equality Agency (WGEA) was an opportunity to assess where we are making meaningful progress and where there is room for growth. The results are encouraging. They also reaffirm our commitment to staying engaged with this work.
Current Snapshot
Australia’s national gender pay gap sits at 21.7 percent. At Supported Care, the average gap is 3 percent, and the median is 4.6 percent. These figures reflect the consistency in how we structure roles, support advancement, and recognise contributions across the team.
Equity becomes real when it is embedded into daily operations rather than treated as a once-a-year review.
“When someone asks what equity looks like in practice, I point to the systems we’re building - not just the numbers. The WGEA results matter, but what matters more is how we show up every day to make fairness real for our people.”
— Max Lawson, HR Manager, Supported Care
Representation and Opportunity
In the past year, 58 percent of internal promotions were awarded to women.
Our workforce is gender-balanced, and our internal pathways are designed to be clear and accessible. We are focused on removing barriers and ensuring leadership reflects the diversity of our broader team.
Flexibility That Reflects Real Life
Flexibility is central to how we support our people. Whether through hybrid roles, compressed workweeks, or shift adjustments, we offer arrangements that reflect our team’s responsibilities outside of work. This is especially important for carers, parents, and those with evolving needs.
Our goal is to enable high performance without compromising wellbeing.
A Culture of Safety and Respect
Equity must include safety. Our team has access to paid domestic violence leave, anonymous reporting options, and confidential support services. Annual training is provided company-wide, and our policies are designed to include diverse identities, backgrounds, and abilities.
We are committed to a workplace where everyone feels safe to speak up and supported when they do.
Looking Forward
Progress is encouraging, but the journey continues. In the coming years, we are focused on:
- Launching a pay equity monitoring strategy by March 2026
- Expanding support for parents and carers, including superannuation on parental leave
- Increasing access to inclusive leadership training
- Enhancing transparency across roles and remuneration
Why This Matters
We share these insights not as a milestone, but as a commitment to accountability. Equity is not a trend. It is fundamental to building a respectful, sustainable, and fair workplace for all.
