GOOD FOOD PARTNERS

Gender Pay Gap Report 2023

MESSAGE FROM THE MANAGING DIRECTOR

At Good Food Partners we are committed to ensuring that everyone, regardless of their gender identity, has access to equal opportunities, resources and are treated with dignity, respect and fairness.
We welcome the results of the Workplace Gender Equality Agency (WGEA) gender pay gap report this year for our organization and acknowledge that we have made steady progress to reduce our gender pay gap over the last reporting year.
As of March 2023, our Good Food Partners gender pay gap is 6.1% which is below the median Australian, manufacturing and food manufacturing gender pay gaps and it has decreased since the last reporting period.
The gender pay gap is not to be confused with women and men being paid the same for the same, or comparable job. At a ‘like for like’ role level in our salaried workforce, we have a pay gap of 1.7%.
Whilst we are on the right path, we have further work to do to increase the skill profile of women in our lowest paying, entry level roles within our manufacturing business. We also have further work to do to increase representation of women in our engineering and trades roles.
As Managing Director of Good Food Partners, I am committed to continue reducing our gender pay gap by:

• Modeling behaviour within our organization that reflects the society that we would like our employees, fellow citizens and our families to experience living in.
• Encourage the economic and social conditions within our organization that provide opportunities for all genders to be empowered and to advance in their careers. • Bringing the broadest pool of talent to our organization
• Ensure that the Good Food Partners’ team undertake a thorough assessment to identify and address gaps and limitations within existing workplace policies, programs or services.

At Good Food Partners Pty Ltd, I commit that my organization will ensure that everyone, regardless of their gender identity, has access to equal opportunities, resources and are treated with dignity, respect and fairness.
I welcome the results of the Workplace Gender Equality Benchmarking report for our organization and acknowledge that we have made steady progress to reduce our gender pay gap year on year. We will also be taking significant steps this year to further advance our progress in the area of gender pay parity and gender equality, as listed further in this statement. The full participation and empowerment of all genders in our organization makes sound business sense now and in the future. This is a key goal for us as we embark on 2024 and fostering equality will be considered and prioritized in all current and future strategy planning.

Chris Diver,
Managing Director
Good Food Partners Pty Ltd

WHAT IS THE GENDER PAY GAP?

The gender pay gap is the difference in earnings between men and women, expressed as a percentage. It is not to be confused with women and men being paid the same for the same, or comparable, job. This is equal pay and has been a legal requirement since 1969. Equal pay is embedded into all Good Food Partners renumeration practices and is constantly monitored internally.
The gender pay gap calculation uses total remuneration, including superannuation, overtime, bonuses and other additional payments and includes full-time, part-time and casual employees converted into annualised full time equivalent earnings.
WGEA’s latest reports uses median data from the 31st March 2023 to calculate gender pay gaps. The median gender pay gap is the difference between the pay of the middle women and middle man, when all colleagues are listed from the highest to the lowest paid.
The calculations do not take into consideration the differences in roles performed by men and women nor do they take into consideration the average hours worked by men versus women across the organisation.
For additional information on how gender pay gaps are calculated, the impact that the gender pay gap has on Australia’s economy and society, or the difference between the gender pay gap and equal pay to head to wgea.gov.au.

WHAT IS WORKPLACE GENDER EQUALITY?

As outlined by WGEA, the aim of gender equality in the workplace is to achieve broadly equal opportunities and outcomes for women and men, not necessarily outcomes that are exactly the same for all.
Workplace gender equality will be achieved when people are able to access and enjoy equal rewards, resources and opportunities regardless of gender.

OUR DATA

Good Food Partners Pty Ltd
As of March, 2023;
The Good Food Partners gender pay gap is 6.1%
The Good Food Partners gender pay gap at a ‘like for like’ role level is 1.7%
Percentage of women;

As of March 2023, our women represented:

Total Remuneration Per Quartile – all salary components including, superannuation, allowance, bonuses and overtime

	Good Food Partners Women	Good Food Partners Men
Upper Quartile Pay	43%	57%
Upper Middle Quartile Pay	28%	72%
Lower Middle Quartile Pay	38%	62%
Lower Quartile Pay	61%	39%

UNDERSTANDING THE DATA

It is important to note that while our gender pay gap has reduced in the last year, we also have some societal standards that are playing out in our current workforce that contribute to the gender pay gap.

1. Our under representation of women in manufacturing technical roles within the business. Our top 3 roles ranked for females are 1/ Labourers 2/ Machine Operators and Drivers and 3/ Professionals. Top 3 roles ranked for males are 1/ Machine Operators and Drivers 2/ Labourers 3/ Managers. We have over representation of women in our lowest paying, entry level roles within our business.
2. Majority of primary carers leave is taken by women. Majority of our secondary primary leave is taken by men.

OUR PROGRESS

To ensure we are creating an environment where our representation of women in underrepresented areas continues to grow, we have three focus areas, each with a number of initiatives designed to support women in the workplace. This includes our approach to inclusion and belonging, attracting, retaining and developing talent and flexibility and carers.

INCLUSION & BELONGING

• Our People & Culture Business Partner, takes an active part in the Gender Equity Impact Group, chaired by the Chief Customer Officer at Arnotts, Michelle Foley. This complements two other Impact Groups for Pride and First Nations, which we also take an active part in. The vision of our Gender Equity Impact Group is to enable the equitable attraction, retention, development and remuneration of all genders.
• We will continue to mark important calendar moments to raise awareness of the importance of gender equality. International Women’s Day is a key milestone to celebrate and support the talented women we have in and around our business.
• Good Food Partners has 7 representatives as part of The Arnott’s Group NAWO (National Association of Women in Operations). This highlights our commitment towards becoming a more gender diverse supply chain team at all levels and allows us to connect with organisations that have a shared ambition for gender equality as we continue to learn, collaborate and inspire action.
• Our Head of Innovation and Growth has last year taken part in an International Women’s Day event with the Arnott’s Group to celebrate and support the talented females that we have within Good Food Partners and the Arnott’s Group.
• 2024 Focus: Good Food Partners, in conjunction with The Arnott’s Group, are working with an external expert to draft our next 3-year gender equity roadmap to be completed by end of August, 2024.

ATTRACTING, RETAINING & DEVELOPING TALENT

At Good Food Partners, we provide an equal opportunity for everyone to thrive and have policies and practices in place to ensure we pay women and men equally when they are performing the same or comparable role. These practices include:

• Our hourly paid team members are paid rates in accordance with legislative frameworks including Awards and Enterprise Agreements, resulting in women and men being paid the same hourly rates for the same role.
• We have a pay-for-performance strategy for our salaried team and review for bias in performance and pay outcomes during the regular salary review cycle.
  We have increased the gender balance composition of our executive leadership team from 37.5% in 2022 to 49% in 2023.
• We will be commencing gender analysis on our annual sentiment survey results to identify any hot spot areas for different genders.
• Our business and our recruitment partners, have a focus on gender balanced hiring to ensure a diverse set of candidates are presented at all stages of the process. We will continue to have this focus in 2024 and will ensure that this focus is consistent across hiring leaders.

FLEXIBILITY & CARERS

For employees of all genders, flexibility is the cornerstone of support in the workplace. At Good Food Partners, we provide both formal and informal flexibility through various initiatives.

• We will provide 9 weeks of paid parental leave, regardless of gender, which includes superannuation contributions from 1st Jan 2024. this is an increase of 3 weeks from 2023. This will increase further to 12 weeks paid parental leave in Jan 1st 2025.
• We have both informal and formal flexibility arrangements
• Our wellbeing partner – Sonder – is available to all employees and their families, 24/7, for support health, wellbeing and safety support.

Questions?
Please address any questions, comments or feedback to hrsupport@goodfoodpartners.com.au