At Discovery Parks we value a diverse and inclusive workforce that reflects the communities we serve and the customers we attract. That’s why we are committed to advancing gender equality across our organisation.

As part of our 2024-25 Workplace Gender Equality Agency (WGEA) reporting, we are sharing our gender pay gap results, what’s driving them, and the practical steps we’re taking to close the gap. We have shared the latest 2024-25 WGEA Gender Pay Gap Summary and Industry Gender Pay Gap Benchmark reports with our Executive Leadership Team and Board.

Our gender pay gap compares the average (mean) total remuneration of women and men across our organisation and is shown as a percentage difference.

Our gender pay gap

Over recent years we have focused on reducing our gender pay gap, and our 2024-25 results show further improvements with the gap narrowing by 1 percent. Our mean gap is 12.6% and our median gap is 6.0%, both below the national averages of 21.1% mean and 8.0% median. While our mean gap is higher than the accommodation industry average of 6.8%, our median is closer to the industry median 2.8%, indicating that the difference is largely at the top of our pay distribution. We are encouraged by our progress and remain committed to narrowing the gap further.

Why we have a gender pay gap

Our gender pay gap is shaped by a mix of factors, both inside and outside our organisation. The main drivers are:

• Role and level distribution - We have more women in lower-paid roles (for example, housekeeping, front desk, and customer service) and more men in higher-paid roles (such as General Managers, maintenance, trade roles and procurement).
• Employment type - A larger share of women work part-time or casual hours, which affects average pay outcomes when measured across the whole workforce.
• Flexible work patterns - We offer a range of flexible work options including part-time, casual, and work from home to help balance work and life. These initiatives enhance our employee value proposition, but they may result in a gender pay gap for certain positions that offer flexibility.

Our plan to address our gender pay gap

We are dedicated to taking practical action to reduce the gap and promote gender equality across Discovery Parks. The initiatives below reflect what we’ve already started and what we will do next to support our people.

• Leadership accountability - Our Executive Leadership Team is gender balanced (50/50) and pay equity is a key priority.
• Pay equity audits – We conduct regular pay equity reviews to identify and address any differences in pay for comparable work.
• Fair remuneration practices – We review and strengthen how we set pay to make sure decisions are consistent, transparent and based on merit.
• Policy review – We continuously review and refine policies and procedures to ensure they promote gender equity.
• Manager training – We provide training and guidance to our managers on gender equality, inclusive leadership and fair pay decisions.
• Inclusive culture – We foster a workplace where all employees feel valued, empowered, respected and heard.
• Recruitment and selection – We improve attraction and selection practices to build and retain a diverse talent pool and support merit-based hiring.
• Careers development and succession - We develop programs to support the progression of women and men across all levels and roles.
• Equitable flexible work – We encourage both women and men to use flexible work options and seek to ensure those arrangements do not affect remuneration, career progression, or inclusion.
• Monitor and report - We will keep tracking our gender equality performance, report on progress, and seek feedback from employees and stakeholders.

Reducing the gender pay gap is a priority that requires continued focus and leadership commitment. We are proud of the steps we have taken and our high staff engagement. We will continue reporting progress and engaging our people on the journey.