Environmental, Social and Governance (ESG) data centre
Gender Equity and Gender Pay Gap
Increasing participation of women across our Group
The energy sector has traditionally been populated by men, particularly in field and engineering roles. In 2023, we set a commitment to increase participation of women across our Group. Our aim is to have 40:40:20 representation (40 per cent women, 40 per cent men, 20 per cent any gender) across several areas of our business by 2030.
Our 2025 progress - percentage of women employed:
2025 Position | 2026 Target | 2030 Target | |
|---|---|---|---|
Jemena - all | 40.8% | 40.0% | 40.0% |
Zinfra - leadership and management roles | 19.7% | 25.7% | 28.0% |
Graduates | 76.7% | 40.0% | 40.0% |
Apprentices | 17.3% | 25.0% | 40.0% |
We provide a yearly update on these figures in our annual Sustainability Report.
Gender Pay Gap
Our gender pay gap assessment is based on the Workforce Gender and Equality reporting (WGEA) framework and is the Average Total Remuneration figure.
2021 | 2022 | 2023 | 2024 | 2025 | 2026 |
|---|---|---|---|---|---|
19.0% | 24.2% | 19.4% | 18.3% | 23.1% | 25.3% |
The 2025-26 reporting period saw our Group gender pay gap increase by 2.2 percent to 25.3 percent. This increase is largely influenced by the composition of our workforce, particularly the representation of men and women across operational and technical roles, rather than differences in pay for comparable work.
Closing the gap remains a priority as we work to attract, recruit, develop, and retain women across our organisation. To drive sustainable change, we’re focusing on areas of greatest influence ‑ boosting women’s representation in our field workforce and creating clear pathways for progression. By embedding equity across our employee life cycle, we’re building a workplace where everyone can belong and succeed. Closing the gap isn’t just a goal - it’s our responsibility.
View our:
More information is also available in Sustainability 2025: A Year in Review.