WGEA Gender Pay Gap Statement 2023

Cancer Council NSW is committed to the principles of diversity, equity, inclusion and belonging. Our organisation has a range of strategies, policies, and initiatives to ensure our people have equal access to opportunities, including equity in remuneration.

With a workforce that is predominately female (80%), women have a stronger representation across all levels of the organisation, including executive leadership (88%) and divisional leadership (80%). Four of 10 members of the Cancer Council NSW Board are women, leaving an opportunity to improve the representation of women as Board positions are refreshed.

A comprehensive analysis involving external benchmarking of Cancer Council NSW remuneration data demonstrates that when compared on a like for like basis there is no gender pay gap.

Cancer Council NSW acknowledges an apparent gender pay gap based on the WGEA method of determination and reporting. Importantly, we note that a significant number of Cancer Council role grades fall within each level of the WGEA classification, and while women occupy most role grades at each level, the smaller number of males in our cohort are not represented at every grade contributing to the WGEA calculated gender pay gap.

Cancer Council NSW has identified the following actions to support equitable opportunities and reduce the identified gender pay gap:

• Continue to conduct an annual audit to address any gender pay gap within the annual remuneration process
• Promote career and development opportunities across the organisation
• Review and revise our policies and practices to increase opportunities for both men and women to achieve equal participation in our workforce.