The Workplace Gender Equality Agency (WGEA) publishes the average and median gender pay gap for base salary and total remuneration for all organisations with 100 or more employees.
Organisations can provide an employer statement on the work they are doing to create a gender equal environment for all their employees. Our statement follows.
Melbourne Primary Care Network (MPCN) operates as North Western Melbourne Primary Health Network (NWMPHN). MPCN is committed to advancing gender equality in accordance with the Workplace Gender Equality Act 2012.
NWMPHN is committed to creating a workplace in which all employees have equal access to opportunity, recognition, and reward.
Our 2024–25 Workplace Gender Equality Agency (WGEA) results provide valuable insight into our progress and highlight areas where focus and appropriate action is applicable.
Our commitment to workplace equity
Workplace equity is at the core of our organisational values. We foster a culture in which people of all genders feel respected, supported, and empowered. This involves ensuring equitable pay, improving representation at all levels, and strengthening policies that support flexibility, safety, and inclusion.
Summary of our 2024–25 results
Our WGEA data shows areas of improvement and opportunities for continued focus.
- Gender pay gap. Our median gender pay gap for total remuneration is 14.2 per cent and average gender pay gap for total remuneration is 18.4 per cent. This result reflects factors such as inclusion of the CEO in the reporting, role distribution and representation at senior levels, We acknowledge that any gap is inconsistent with our values and requires focus and action.
- Workforce composition. Women represent 73.46 per cent of our workforce, accounting for 108 out of 147 employees. Women occupy 38 out of 54 leadership roles – 70.37 per cent of the total women in our workforce. It is noted that increasing representation in digital and data positions is a priority, reflecting the lack of representation of women in STEMM based careers.
- Flexible work. We continue to expand flexible work options, with the majority of employees utilising formal or informal flexible arrangements.
- Parental leave. Our paid parental leave program was accessed by 12 employees this year. The number of men taking parental leave has seen a steady increase – an encouraging sign of change.
- Policies and practices. We maintain strong frameworks for preventing sexual harassment, discrimination, and bullying. To bolster this, we are strengthening our reporting and support mechanisms.
Actions we are taking in 2025—26
To accelerate progress, we are implementing these initiatives:
- Reducing the gender pay gap
- Conducting pay equity reviews, in conjunction with six-monthly workforce planning and remuneration reviews. Increasing transparency in pay and progression pathways
- Improving gender balance in leadership
- Expanding leadership development offerings
- Strengthening recruitment practices to ensure we continue to attract a diverse workforce
- Enhancing flexibility and support
- Continuing to normalise flexible work for all roles, where possible
- Increasing support for employees returning from parental leave
- Reviewing workplace practices to reduce barriers in workforce participation
- Consulting staff about any workplace improvements made in upcoming Enterprise Agreement negotiations in later half of 2026
- Creating a safe and inclusive workplace
- Ongoing training about respectful behaviours in the workplace
- Strengthening reporting channels and support services
- Regularly reviewing policies to ensure they reflect best practice
Our commitment
We recognise that meaningful progress requires sustained effort, transparency, and accountability. We will continue to monitor our performance, listen to our people, and take deliberate action to close gender gaps across our organisation.
We are committed to creating a workplace where everyone, regardless of gender, can succeed, contribute, and feel valued.
Bianca Bell
Acting Chief Executive Officer
NWMPHN
