Affinity CEO comments on WGEA findings
The Sector > Economics > Affinity Education Group comments on Gender Pay Gap findings as new data is released

Affinity Education Group comments on Gender Pay Gap findings as new data is released

by Freya Lucas

February 28, 2024

Affinity Education Group has released a public statement about the gender pay gap in its organisation, following recent reforms by the Federal Government designed to create greater transparency from private sector employers when it comes to the gender pay gap. 


Minister for Women Senator Katy Gallagher said the publication of employer gender pay gaps is a pivotal moment for gender equality in Australia.


“The release of employer gender pay gaps marks a historic step towards transparency and accountability in addressing gender inequality,” Minister Gallagher said.


“The gender pay gap is a persistent and complex problem that costs the Australian economy $51.8 billion every year,” she added.


The Workplace Gender Equality Agency (WGEA) has published base salary and total remuneration median gender pay gaps for private sector employers in Australia with 100 or more employees, including a number of employers in the early childhood education and care (ECEC) sector. 


The data shows that:


  • 30 per cent of employers have a median gender pay gap between the target range of -5 per cent and +5 per cent.
  • 62 per cent of median employer gender pay gaps are over 5 per cent and in favour of men.
  • The rest (8 per cent) are less than -5 per cent and in favour of women.
  • Across all employers, 50 per cent have a gender pay gap of over 9.1 per cent.


ECEC providers listed in the released figures include (but are not limited to) Affinity Education Group, G8 Education, Guardian Early Learning Group, St Nicholas Early Education, and KU Children’s Services. 


“All employers should be aiming for a gender pay gap within +/-5 per cent,” WGEA CEO Mary Wooldridge said. 


“This range allows for normal business fluctuations and employee movements, while signifying that an employer has a focus on identifying and addressing inequalities and is taking action to ensure there is gender equality throughout an organisation.”


“It is encouraging to see that gender pay gaps for almost one-third of employers are close to gender parity within their workforce.”


Key Findings for Affinity Education Group – Gender Pay Gap Analysis (2022-2023)


Affinity CEO Tim Hickey released a statement about the WGEA findings on 27 February 2024, noting that Affinity’s median gender pay gap is – 0.1 per cent, which indicates that women are paid more on average than men. 


This compares favourably with the median gender pay gap for similar employers of 4.3 per cent, where men are paid more on average than women.


Affinity’s Median base salary gender pay gap is 0 per cent, indicating no gap between women and men. It is important to note that 96 per cent of Affinity’s employees are remunerated through Awards which sets the rates of pay based on qualifications, role, and experience over time, and where remuneration is based on the role, sector remuneration benchmarks, qualifications, and experience, not on gender. 


Affinity’s recruitment process, Mr Hickey emphasised, does not focus on the gender of candidates.


Affinity Education Group is committed to creating an equitable and inclusive workplace where all individuals are valued and compensated fairly, regardless of gender. Our Gender Equality Policy exists to ensure no current or potential employees are disadvantaged on the grounds of gender,” he said. 


“Affinity Education Group accepts that it has a responsibility to create an employment environment free of gender discrimination,” he continued. 


“It will ensure that its structures and practices are free from direct or indirect discrimination based on gender and/or other characteristics as mentioned in the Equal Opportunity and Anti-Discrimination Policy. Affinity Education Group recognises that it has a responsibility to develop programs in employment which redress, where appropriate, the effects of past discriminatory practices within the community, and that it has a responsibility to take positive steps to overcome gender inequality of opportunity.”


Read Mr Hickey’s statement here. To access the full suite of WGEA data please see here.

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