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TBH is a business that embraces and supports the diverse attributes of our people and communities. We foster an inclusive and equitable work environment; and we know this starts with having representation at all levels.
We work in a historically male-dominated industry (Engineers Australia reported that women made up only 16% of engineering graduates in the country in 2022), and TBH acknowledges it has a gender pay gap – with men currently filling more senior positions than women. To remedy this, we have set ambitious targets to help overcome the lack of diversity commonplace in STEM.
The purpose of this statement is to outline our targets and goal to reduce the current gender pay gap.
Why is there a gender pay gap at TBH?
Women’s underrepresentation in the broader Engineering industry, has had a direct impact on our gender diversity. At the time of reporting, women at TBH Australia represented:
- 0% of key management personnel (TBH Australia Directors)
- 17% of other managers and senior managers (Associate Director to Technical Director and corporate services equivalent)
- By comparison, women represent 38% of all other positions (Analyst – Associate and corporate services equivalent)
As TBH works in a niche area of engineering, we face difficulties when hiring at the senior leadership level, regardless of gender. The majority of recruitment happens at the entry level, with our focus on building leadership capability internally.
For 2022-2023, TBH Australia’s median total remuneration gap was 8.3% and median base salary gap was 6.0%. Compared to the industry median total renumeration gap of 27% and median base salary gap of 22.6% (according to the Australian and New Zealand Standard Industrial Classification (ANZSIC), of which TBH has been categorised in the 6923 Engineering Design and Engineering Consulting Services comparison group); we are making great progress, but there is still more to do.
What are we doing to drive change?
Our 2030 strategy makes a commitment to reduce the gap of representation in our leadership team, aiming to have women represent 30% of our senior leadership team.
Moving forward, TBH will increase representation across the business and help women to develop and have long-term careers with us by:
- Hiring more women in senior positions (30% by 2030)
- Continuing current diversity targets for junior positions (50% by 2030)
- Reviewing and improving current policies and processes e.g. parental leave and recruitment
- Continuing to complete annual internal compensation reviews
- Continuing to develop and retain current employees to reach senior levels
While the current gender gap reflects a historic issue of women accessing the engineering and construction industries; we are excited about the role we can play in helping reshape our sector.