Tennis Australia (TA) has made progressive steps towards reducing the Gender Pay Gap and ensuring equitable remuneration across the organisation. Through cross-team collaboration, a target of less than 10 per cent has been set for TA’s Gender Pay Gap. This includes specific actions to decrease this figure over the next five years.

TA is proud to have achieved low scores for median total base remuneration and median base salary in 2022-2023. However, an opportunity exists to increase focus on developing women to build internal succession pipelines into senior leadership roles (Specialist and Generalist roles) to further close the gap.

The data shows that TA’s Gender Pay Gap links directly to having more men in senior leadership roles, specifically in the Upper Pay Quartile section and in the Performance and Participation teams. The following actions have been put in place to support closing TA’s Gender Pay Gap:

• Allocated time in the organisational calendar to review talent and complete succession planning with Executive Leaders each year
• Removal of any unconscious bias when applying pay increases and directing funds to closing the pay gap wherever possible
• Introduce practices to prevent systemic pay gaps from occurring, either via recruitment or promotion processes, including considering the gender make up of assessment panels and interviewers
• Consider the impact of a proposed salary across the entire organisation on a like-for-like role basis, department basis, WGEA level basis and the ultimate impact on the organisation’s overall gender pay gap and composition
• The Australian Open first offered equal prize money to men and women in 1984, second only to the US Open (1873) and before Wimbledon (2006) and Roland Garros (2007) and continues to recognise the value of equality in both remuneration and exposure.

In 2023, TA partnered with equidi, a technology solution that provides real-time data and analytics to identify pay equity and pay gap issues. Regular (real-time) monitoring of pay gaps is undertaken, and the technology proactively identifies like-for-like pay equity issues and resulting pay gaps. TA also factors in gender pay gap analysis in all aspects of total remuneration such as short- and long-term incentives, performance ratings, starting salary and promotion salaries (optional – and more broadly, in the future, is looking to consider intersectional gender pay gap analytics). This data is analysed and broken down by department, division, location, status, level, role title and salary band.

Although TA’s current Gender Pay Gap is tracking lower than the industry comparison in 2022-2023 data, the 2023-2024 results will be less favourable due to a change in industry code. TA is committed to lowering the Gender Pay Gap through Strategy and taking practical steps to provide all employees with options for flexible working arrangements with a dedicated team to support driving actions for Women & Girls on and off the court.