WGEA Reporting Statement 2025 - Australian Gas Infrastructure Group (AGIG)
Australian Gas Infrastructure Group (AGIG) is pleased to provide its employer statement as part of the Workplace Gender Equality Agency (WGEA) reporting for 2024/2025.
This year’s results show a mix of progress and areas where further work is needed. Our average total remuneration gender pay gap has remained steady at 23.3%, while the median gender pay gap has increased slightly from 27.6% last year to 28.5% in this reporting period.
There have been shifts within the pay quartiles, job levels and occupational categories, all highlighting the ongoing impact of organisational design, workforce structures and role types on our gender pay gap. They also emphasise the importance of continuing to build female representation in higher paid roles and leadership pathways across AGIG.
Through our AGIG Remuneration Framework, we have continued to strengthen consistency in pay practices across job levels. As of May 2025, our average gender pay gap improved from 15% to 13%, and our median gap improved from 19% to 16%.
As part of our focus on reducing gender pay disparities, AGIG’s 2026 Total Cost Remuneration (TCR) and 2025 Short Term Incentive Plan (STIP) processes continued to apply a consistent and equity‑focused approach to remuneration and incentives. We also strengthened our Paid Parental Leave policy, expanding entitlements and introducing superannuation on both paid and unpaid leave, to help address long‑term structural contributors to the gender pay gap.
While we are encouraged by the areas of improvement, we recognise there is more work to do to achieve stronger gender across all pay quartiles and leadership levels.
Over the next reporting period, AGIG will focus on:
- Continuing to apply the AGIG Remuneration Framework to ensure alignment between WGEA classification definitions and AGIG levels of work for the 2026 submission.
- Conducting detailed analysis of the largest gender pay gaps to identify outliers and inform future improvement strategies.
- Continuing to deliver our 2024–2026 Diversity, Equity and Inclusion Strategy and Plan, including reviewing attraction, recruitment, retention and promotion processes, and embedding inclusive practices that support equity at every stage.
- Preparing AGIG’s gender equality targets, as required under new WGEA legislation for employers with 500+ employees, to be incorporated into the
2025–2026 reporting period.
AGIG remains committed to fostering gender equity across our organisation. This commitment not only meets WGEA requirements but also strengthens our performance, broadens access to talent, supports higher employee engagement and contributes to a more inclusive culture for all.
We look forward to continuing to share our progress through WGEA.
For Further Information Contact
Rachel Cameron, Head of Corporate Affairs
M +61 425 199 184