In February 2024, the Workforce Gender Equality Agency (WGEA) published the 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 North Western Melbourne Primary Health Network. MPCN is dedicated to advancing gender equality in accordance with the Workplace Gender Equality Act 2012.
In our ongoing efforts to foster gender equality within our workplace, we have implemented or updated these policies and procedures to support this commitment:
- Breastfeeding policy and accreditation from the Australian Breastfeeding Association
- Parental leave policy
- Working from home policy and other flexible working arrangements
- Sexual harassment policy
- Anti-discrimination policy
- Family and domestic violence policy
- Purchased leave policy
We are also committed to providing equal opportunities for professional growth and advancement. Our hiring, promotion, and professional development processes are designed to be transparent, unbiased, and merit-based, ensuring that talent and capability are the only criteria for success.
MPCN acknowledges that even with these efforts, its 2023 record on the WGEA website will show a median total remuneration gender pay gap of 6.8 per cent between males and females.
MPCN considers candidates of all genders for its roles. However, the majority of its staff are female.
Female employee numbers are greater than or equal to those for males at all levels of the organisation. In lower-level bands, MPCN strongly supports women participating in the workforce, meaning that at any point in time there are more females than males at these levels, which affects the median result.
There is no significant difference in remuneration between male and female staff at any level.
At higher levels, there are no significant differences in male and female staff numbers.
We note, however, that even with this distortion our gender pay gap is significantly less than the 17.4 per cent median recorded across comparable businesses in the same “other health care services” category.
By establishing policies and procedures that support working parents, creating an environment free from discrimination and harassment, and providing equal employment opportunities, it is our goal to reduce our gender pay gap.
