Gender Equity at ASPECT
Fairness, equity, and the well-being of our people are fundamental to our Purpose and principles that define ASPECT Studios.
The shift from 22/23 to 23/24
The shift from 22/23 to 23/24
Over the last 12 months, we have reduced both our average gender pay gap and our median pay gap, which is 8.1% lower than our industry benchmark group (architectural services) and 9.7% lower than the national median pay gap across all industries.
This is a positive outcome for ASPECT and represents a shifting of the needle in response to some very overt efforts to raise focus upon our gender profile at all levels in the practice and within all activities (e.g. recruitment, promotion, training opportunities) and to manage our remuneration program proactively to identify and rectify pay discrepancies before they occur. All of which has been to prioritise equality of opportunity.
This is a positive outcome for ASPECT and represents a shifting of the needle in response to some very overt efforts to raise focus upon our gender profile at all levels in the practice and within all activities (e.g. recruitment, promotion, training opportunities) and to manage our remuneration program proactively to identify and rectify pay discrepancies before they occur. All of which has been to prioritise equality of opportunity.
Our measures
While we recognise the gender pay gap as calculated by WGEA, we do not believe it fully captures what can be happening in the entirety of an organisation.
The gender composition of our total workforce remains balanced, with 53% women in Australia, and 60% women on our Board. Though we recognise and are working to address a gender composition imbalance in senior positions, we undertake our own internal analyses/adjustments each year to ensure a minimal gender pay gap in lower and middle quartiles, as well as in like-for-like comparisons. Where an internal pay parity issue is identified, ASPECT offers salary increases without request to immediately address any inequality, irrespective of gender.
We actively consult with teams globally to enhance our practices and bridge gaps, and offer flexible working practices for women and men, to ease the pressures in work and life that may prevent women from staying in the workforce or taking steps toward senior positions. This includes a successful, gender neutral parental leave program, flexible working policies, and a high degree of part time arrangements, either temporary or permanent to suit the team member and their family.
We acknowledge there are areas for improvement and our focus remains on overall diversity, equity, and inclusion, recognising that gender pay gaps aren’t the only measure of workplace inequality.
We are committed to continuous improvement, asking tough questions of our leadership, and fostering an inclusive culture. Though our most recent reporting indicates a positive step in the right direction, our efforts won’t stop there.
Adam Kiekebosch and Valter Vieira
Co-CEOs
The gender composition of our total workforce remains balanced, with 53% women in Australia, and 60% women on our Board. Though we recognise and are working to address a gender composition imbalance in senior positions, we undertake our own internal analyses/adjustments each year to ensure a minimal gender pay gap in lower and middle quartiles, as well as in like-for-like comparisons. Where an internal pay parity issue is identified, ASPECT offers salary increases without request to immediately address any inequality, irrespective of gender.
We actively consult with teams globally to enhance our practices and bridge gaps, and offer flexible working practices for women and men, to ease the pressures in work and life that may prevent women from staying in the workforce or taking steps toward senior positions. This includes a successful, gender neutral parental leave program, flexible working policies, and a high degree of part time arrangements, either temporary or permanent to suit the team member and their family.
We acknowledge there are areas for improvement and our focus remains on overall diversity, equity, and inclusion, recognising that gender pay gaps aren’t the only measure of workplace inequality.
We are committed to continuous improvement, asking tough questions of our leadership, and fostering an inclusive culture. Though our most recent reporting indicates a positive step in the right direction, our efforts won’t stop there.
Adam Kiekebosch and Valter Vieira
Co-CEOs
