Pressing for Progress on Gender Equality
As a Family Inclusive Accredited workplace, Sodexo Australia is wholeheartedly committed to accelerating the achievement of gender equality and pay equity. We are proud of our ongoing efforts and unwavering determination to close the gender pay gap, establish balanced representation, and promote gender inclusion at all levels.
Sodexo’s own Gender Balance Study found a direct correlation in business performance and employee engagement in gender balanced management teams. Sodexo surveyed 50,000 managers from over 70 entities as part of the study, which revealed that teams with a male-female ratio of between 40 percent and 60 percent out-performed on financial and non-financial indicators.
We believe that gender balance fosters creativity and innovation, and ultimately drives better business results. When women reach their full potential, businesses and society are stronger and more successful.” - , Chairwoman of Sodexo’s Board of Directors
Gender balance is a strategic imperative at Sodexo. We welcome the new reforms to the Workplace Gender Equality Act 2012 and gender pay gap visibility to accelerate parity across the private sector. We will continue to measure our progress by conducting a biennial gender pay gap audit as well as participating in Sodexo Group’s global biennial gender pay gap audit.
As of the April 2022 to 31 March 2023 WGEA reporting period, our current median total remuneration gender pay gap is 13% compared to our industry group which sits at a 17% gender pay gap. Our internal analysis has highlighted that we need to do further work in eliminating the pay gap in particular job families such as trades.
Our key management roles are filled by women at a rate of 53%, well above the industry average of 33%. This reflects our belief that gender doesn't affect position or the promise of progress. While we recognise this achievement, we also acknowledge that the presence of fewer women in senior roles and more women in part-time positions contribute to the pay gap, which we are committed to addressing.
Various factors contribute to this gap and our workforce composition—we know it's not a simple issue, and that meaningful change takes time. We have strategies in place to target these key areas including Spirit of Inclusion training, gender-responsive family policies, mentorship, development programs, and our SoTogether gender network.
A workplace where everyone feels a sense of belonging and has the opportunity to thrive is essential to our collective success. We are deeply committed to making Sodexo an attractive and inclusive workplace for women, as evidenced by our recognition as a Family Inclusive Accredited workplace, and as a Top 10 Best Workplace to Give Back.
Action Plan to Address Gender Pay Gap at Sodexo
Despite progressive strides, we acknowledge that more work must be done to proactively address the gender pay gap. Sodexo has established a global strategy for gender equality, to ensure opportunities for the advancement of women.
This strategy forms the basis for a number of initiatives in Australia, including inclusive workplace training, mentoring, and gender networks targeting key areas:
- Leading from the Top: Since 2009, the cornerstone of Sodexo’s gender equality strategy has been the SoTogether advisory board. SoTogether also includes employee-led gender network groups made up of both men and women dedicated to influencing cultural and organisational change.
- Supporting Women into Leadership: Sodexo’s internal mentoring program, SheLeads, works to actively identify, develop, and advance women to create a strong talent pipeline for management and senior leadership roles.
- Increasing Representation: Sodexo’s external job shadowing program, SheWorks, helps support traditionally underrepresented or marginalised women into employment. Participants include women who are seeking independence through economic opportunity, or women with disabilities who want to learn about the industry and company.
- Education and Upskilling: Through dedicated traineeship and apprenticeship programs, we seek to empower women in trades and non-managerial roles with opportunities for upskilling and professional development. This will help more women move into traditionally male-dominated and higher-wage roles to eventually narrow the gap.
- Addressing Discrimination and Bias: We continually monitor our hiring and pay decision processes to eliminate traces of conscious or unconscious bias. Sodexo’s mandatory ‘Spirit of Inclusion’ training, Bystander Training, Reflect Respect communication campaigns and awareness programs also aim to create an inclusive environment free from prejudice and discrimination.
- Flexible Work Arrangements: Recognising the increased uptake of part-time work among female employees, we have gender neutral policies that support work and caregiving responsibilities for everyone. Flexible work and leave also means shifting gender norms around unpaid work, encouraging more men to take up flexibility and caring responsibilities.
- Equitable Career & Care: To reduce pay disparity and enable more women to pursue full-time careers and their professional aspirations, Sodexo promotes a gender balanced workplace culture with gender-responsive family policies and paid parental leave. As a Sodexo benefit, we partner with gender equality experts, Grace Papers, to provide coaching and support to empower all employees to take a more balanced and equitable approach to career and caregiving.
Sodexo remains steadfast in our commitment to gender equality. Through continued transparency, key interventions, and continuous improvement, we strive to build not only a better workplace, but a better society where everyone can thrive.
Closing the Gender Gap
Closing the gender gap is an integral part of Sodexo’s long-term commitment to promoting equality. We strive to foster a culture of gender equity, placing a strong emphasis on enhancing the individual and professional growth of people of all genders.
