Dye & Durham’s Australian business has achieved pay parity for its male and female employees in two key remuneration measures after a concerted push to improve gender equity outcomes at the legal services and technology company.
The difference in median total remuneration was just 0.8% in favour of male employees in 2022-23 compared with 18.4% in the previous financial year, while median base salary was 1% in favour of males compared with 21.1% the previous year.
Managing Director of Dye & Durham Australia Dennis Barnhart said he was pleased with achieving parity in median base salary and while there was more work to be done, the company was making progress.
Mr Barnhart said the company had broadened its recruitment strategies to attract more women in a software industry which had traditionally been male dominated.
“It’s really just finding the best candidate for the role and making sure our recruitment processes are fair and balanced,’’ Mr Barnhart said.
“We believe it is essential to reflect the population’s demographics within our company, aiming for a workforce composition that’s at least 50% women, consistent with societal gender proportions,’’ Mr Barnhart said.
“We certainly found that by broadening our recruitment and looking for the best candidates, male and female across the spectrum, we have been able to find really top candidates.’’
Women now hold key senior posts at Dye & Durham Australia, including Marketing Director Myra Cohen, Director of IT Operations Nicola Bridle and Head of Product Tobi Hesket.
The latest Workplace Gender Equality Agency report shows female staff now comprise 54% of Dye & Durham’s Australian operations.
The improvements have come after Dye & Durham made a deliberate effort to pursue equal remuneration between women and men and analysed its payroll to determine if there were any pay gaps between men and women.
Dye & Durham also achieved significant improvements in pay parity for average (mean) total remuneration which saw the gender pay gap fall to 12.2% in 2022-23 from 21.8% in the previous financial year.
The average (mean) base salary gender gap fell to 12.5% in 2022-23 from 21.2% in the previous financial year.
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