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Our Gender Pay Gap

What is a Gender Pay Gap?

The gender pay gap is the difference between the average earnings of men and women, irrespective of factors such as role or seniority. This is different to equal pay, which is paying women and men the same for performing the same role. The intent of publishing the gender pay gap of organisations is to accelerate employer action to change the gap, ultimately contributing to improved gender equality outcomes in Australia.

Investa's Gender Pay Gap

Investa is firmly committed to driving gender equality through our business. Through our Gender Equality Strategy & Action Plan, we’ve been working towards reducing our gender pay gap for a number of years now. While we’ve made steady progress, we know there is more to do and we remain focused on taking action to drive towards zero.

Like most Australian organisations, we currently have a gender pay gap in favour of men. On a total remuneration basis, Investa’s gap is currently 23%, (Figure 1), ahead of the real estate industry average of 31.3% (Figure 2).

What is driving our gender pay gap?

We know that understanding the drivers of our gender pay gap is critical in working to close it. We regularly interrogate our remuneration data with this goal. Investa’s gender pay gap is predominantly driven by:

Males dominating some roles and functions which typically attract higher pay levels in the market (e.g. Property Development Management), while women dominate others which attract lower rates of pay (e.g. support function roles) – referred to as occupational segregation;
Males dominating leadership roles in revenue-generating functions which typically attract higher remuneration levels;
Women being more likely to have taken a step back in their chosen career, or to have taken time out of the workforce to accommodate family responsibilities; and
The impact of parental and caring responsibilities (e.g. for elderly parents and for children) disproportionately falling to women – with this imbalance of ‘load’ at home impacting choices around career progression and direction at work.

“Having held our Workplace Gender Equality Agency Employer of Choice for Gender Equality citation since 2019, we hold ourselves accountable and remain committed to achieving strong gender outcomes, ultimately leading to a reduction in our Gender Pay Gap. Equally, there’s still a way to go, and we remain committed to continuing to achieve positive progress. Through the work I am involved in at an Industry level with the Property Champions of Change and internally through the work we continue to do to through the initiatives in our Board-endorsed 5 year Gender Equality Strategy and Action Plan, I remain committed to fostering diversity in all of its forms and I’m confident that we’re well positioned to continue to achieve positive progress.”

Peter Menegazzo - Chief Executive Officer

What are we doing about it?

We continue to take targeted actions to reduce our gender pay gap, including:

A Gender Diverse Workforce

Target >40% promotions awarded to females.
Ensure >40% female participation in talent development and learning programs.
Active development of early-mid career women.

Leadership Accountability

KPIs for improving gender equity are integrated into Executive team performance agreements.
Quarterly reporting to the Executive and Board on progress against targets.
Active participation in Champions of Change Coalition to drive an industry level response to the gender pay gap.

Gender Balance in Leadership

Target 40/40/20 gender balance for leadership roles, including our Executive and Board.
Bringing more women into traditionally male dominated roles/functions and more men into traditionally female dominated roles.

Pay Equity

Conducting external gender pay equity analysis every two years, and internal analysis annually.
Clear KPIs link performance targets to pay.
Analysis of performance rating, remuneration and bonus outcomes to identify and address any bias.
Transparency in reporting our gender pay gap to our people, Board and externally.

Flexible Working

Enhancing our policies to support the return of women from parental leave and provide opportunity for them to maintain their career momentum.
Promoting shared care at home through actively encouraging men to take primary carer parental leave.
Monitoring and reporting on flexible working uptake and perceptions around ability to access these arrangements.

Our progress to date

We are proud of our progress to date and the positive impacts our actions have had on our people and culture. Some highlights include:

Achieved the 40/40/20 gender target in all categories (40% of leadership positions held by women, 40% held by men, 20% balance variable).
50% female representation on Investa’s Board. 50% female representation on Investa’s Board. 50% female representation
Stable overall workforce gender composition with 52% female.
45% of employees who took Primary Carer Parental Leave were male (increasing from 30% in the prior year).
Certification as a WGEA Employer of Choice for Gender Equality since 2019.
Certification as a Family Friendly Workplace since 2021.Certification as a Family Friendly Workplace since 2021.
0% gender pay gap in like-for-like roles.
Silver Employer status awarded by the Australian Workplace Equality Index in 2024, recognising Investa’s practices and policies regarding LGBTQ inclusion.
Continued strong positive feedback from our people regarding perceptions of gender equality, flexibility, work-life balance and inclusion, as measured through our employee engagement survey.
In addition, Investa has been an active member of the Property Champions of Change Coalition since 2016, driving industry-level progress towards gender equality. Our CEO, Peter Menegazzo, further strengthened his commitment to the work of the Champions of Change, joining the Property Group Steering Committee in 2023.

¹ Including base salary, overtime, bonuses and additional payments, and the annualised full time equivalent salaries of casual and part time workers

² For the 2023-24 reporting period, the calculation also includes the salary for the CEO (which was excluded for the prior reporting periods)

Investa recognised for Diversity and Inclusion

Investa wins the 'Elizabeth Broderick Gender Equality Award’ at the AHRI Awards 2021.

Our business in numbers

224

Team members across Australia

Properties owned or managed Australia-wide

$12.9 billion

Assets under management (as at 31 December 2024)

474

Businesses we provide working spaces for

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