Gender Pay Gap Employer Statement

For the 2024 calendar year, the ABS recorded the following gender pay gap outcomes:

Median gender pay gaps

• Base salary: 0.0%
• Total remuneration: 0.2%

Average gender pay gaps

• Base salary: 1.7%
• Total remuneration: 1.0%

All ABS gender pay gap results were within the WGEA target range of ±5%.

These outcomes compare favourably with a comparison group of similar‑sized Australian Government agencies, which recorded:

• an average total remuneration gender pay gap of 4.7%
• a median total remuneration gender pay gap of 3.0%

The ABS continues to work towards maintaining a gender pay gap that is close to zero through gender‑equitable recruitment, selection and career development practices.

• Women represent 51% of the ABS combined workforce, including APS (office‑based) and non‑APS (field interviewer) employees.
• The ABS has achieved gender balance across all pay quartiles, indicating a balanced workforce at all levels.
• Since June 2016, female representation in the Senior Executive Service (SES) has been maintained at over 40%.

In 2024, female representation on the ABS Executive Board was 25%. The Executive Board is a small cohort (four members), and individual staffing changes can result in large percentage movements between reporting periods.

While there is overall gender balance across the ABS workforce, variation exists between divisions.

• In the Technology and Security Division, female representation declined from just over 28% in December 2023 to just over 26% in December 2024.
• Female representation in the graduate intake declined from 30% in 2023 to 27% in 2024.

If not addressed, lower female participation in entry-level recruitment may affect future representation in management and leadership roles.

To respond, the ABS:

• encourages women to apply for roles through inclusive recruitment information
• promotes flexible working arrangements and transparent remuneration
• highlights strong female representation across the organisation
• has broadened recruitment approaches in the Technology and Security Division to increase participation of women and non‑binary candidates in ICT graduate recruitment.

The 2024–27 ABS Enterprise Agreement strengthens support for shared caregiving by:

• increasing employer‑paid parental leave for primary caregivers from 16 to 18 weeks
• increasing employer‑paid parental leave for secondary caregivers from 2 to 8 weeks
• introducing transitional arrangements for secondary caregivers to access 18 weeks of paid leave from February 2027.

These measures support more equitable sharing of caring responsibilities and workforce participation.

The ABS publishes its gender pay gap outcomes and information on inclusion and diversity initiatives in its Annual Report.

The ABS welcomes the introduction of mandatory WGEA targets from 2026 and is reviewing which targets present the greatest opportunity to advance gender equality outcomes across the organisation.