Diversity, Equity, Inclusion and Belonging at Capricorn
Ensuring adverse and inclusive workplace is an essential part of who we are at Capricorn. Our strength comes from the mix of people who make up our Community, each bringing different experiences, perspectives and ways of thinking. We are committed to ensuring fair and equitable opportunities for all our people and continually improving the systems and practices that make that possible.
The Gender Pay Gap (GPG) at Capricorn
Capricorn’s average Gender Pay Gap (GPG) continues to be lower than the comparison group GPG of 23.2%. In FY24/25, the average is 18%, reflecting steady improvement down from 20.7% in FY23/24 and 20.6% in FY22/23. This demonstrates our ongoing commitment to progress. The GPG at Capricorn reflects the difference in full-time equivalent remuneration between female and male employees across the organisation.
Capricorn’s gender pay gap reflects differences in average fulltime equivalent remuneration between women and men across the organisation and is influenced by workforce composition, including the distribution of roles across different levels.
Our Commitment to Closing the Gender Pay Gap
Capricorn is committed to progressing gender pay equity and continuing to reduce its gender pay gap over time. We take a structured and deliberate approach, focusing on strengthening organisational systems, improving consistency in decision-making, and supporting long-term career progression.
Key areas of focus include:
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Strengthening DEIB
Capricorn continues to progress diversity, equity, inclusion and belonging through its Powering Forward Strategy, informed by employee listening initiatives to ensure the voice of our People, is included in our future initiatives.
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Development and career progression
Capricorn supports career development through leadership programs and mentoring initiatives aimed at building capability and supporting progression into leadership roles over time.
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Fair and consistent remuneration practices
Capricorn continues to strengthen its remuneration framework to support consistent, transparent and equitable pay outcomes, with clearly defined pay ranges and governance mechanisms that promote fairness and internal parity.
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Inclusive recruitment
Applying fair and unbiased recruitment and selection processes to support access to opportunities across all roles and functions.
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Flexible working
Supporting flexible work arrangements, including hybrid work, varied working hours, job-sharing and purchased leave, recognising the importance of flexibility in supporting workforce participation and retention.
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Parental and caring support
Providing paid parental leave for primary and secondary caregivers, supported by practical workplace facilities, to assist employees in balancing work and family responsibilities and maintaining workforce participation over time.
Looking Ahead
Capricorn recognises that improving gender pay equity is an ongoing journey that requires sustained focus, accountability and continuous improvement. Through strengthening our systems, supporting career progression and listening to our people, we remain committed to building a fair, inclusive and equitable workplace for everyone.
