2025 Gender Pay Gap statement
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Promoting and improving gender equality in the workplace

Keyton contributes data to the WGEA’s Employer Gender Gaps Report. The WGEA is an Australian Government statutory agency created by the Workplace Gender Equality Act 2012.

Results

 

2025 Keyton employer statement on gender pay equity 

Our commitment to gender equality
At Keyton, we are committed to creating a fair, inclusive and high‑performing workplace where everyone is valued and paid equitably for their contribution. Gender equality matters to us because it strengthens our culture, supports our people, and enables better outcomes across the communities we serve. Our ongoing focus is to strengthen transparency, reduce structural barriers, and ensure decisions relating to pay, talent and leadership are fair and consistent.

Understanding our gender pay gap
Keyton meets its obligations to ensure like for like pay equity. Our median gender pay gap remains within WGEA’s neutral range (–5% to +5%), indicating balanced pay outcomes for the typical employee at Keyton.

In the latest reporting period, Keyton recorded a mean gender pay gap of 9.9%, significantly lower than the Australian average of 21.1%. Our results continue to reflect industry‑wide talent pipelines and the distribution of senior and specialist roles —factors that influence mean outcomes across our sector.

Progress over time: We have seen measurable improvement in the latest reporting period, with our mean gap reducing from 11.5% to 9.9%. Our median measures also improved, staying within WGEA’s practical neutrality range for a second consecutive year.

What is driving our gender pay gap
Our analysis shows two main drivers behind our mean gender pay gap. Understanding these factors helps us focus our efforts on areas that will have the greatest long-term impact.

  • Representation patterns: More men occupy senior and higher paid specialist roles, while women are more represented in nonmanagerial roles.
  • Small cohort effects: A small number of senior, high earning roles materially influence mean outcomes.

Actions we have taken
 Over the past year, we have strengthened key policies, people processes and leader capability, including:

  • Launched our refreshed talent strategy and enhanced recruitment fairness.
  • Conducted our first Keyton employee experience survey including focus areas such as flexibility and pay equity.
  • Introduced a Sexual and Gender Based Harassment Prevention Plan and risk assessment.
  • Conducted a psychosocial safety policy review.
  • Delivered our Unlock leadership program with 10 of the 12 participants female.

Our commitments going forward

  • Achieving a base pay gender pay gap of 2% or less.
  • Introducing employer funded parental leave with no distinction between primary and secondary carers.
  • Implementing a remuneration policy embedding gender bias free decision making.

We will continue to share our results and progress with governing bodies and maintain clear ownership for equity initiatives.

Our commitment to ongoing progress
Keyton remains committed to transparency, continuous improvement, and ensuring that every person is valued, supported and paid fairly. By strengthening pay governance, enhancing our workplace policies and improving representation in senior and specialist roles, we will continue to make meaningful progress toward gender equality over time.