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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, regardless of factors such as role or seniority. This is different to equal pay, which refers to women and men being paid the same for performing the same role. Publishing organisational gender pay gaps is intended drive transparency and accountability, encouraging employers to take action to close the gap and contribute to improved gender equality outcomes in Australia.

Our gender pay gap

Investa is firmly committed to driving gender equality across our business. Guided by our Board-endorsed five-year Gender Equality Strategy and Action Plan, we’ve been actively working to reduce our gender pay gap for several years. While we’ve made steady, positive progress, we know there is more to do and remain focused on taking meaningful action to drive our gender pay gap towards zero.

Like most Australian organisations, Investa currently has a gender pay gap in favour of men. On a total remuneration basis, our gender pay gap is currently 20.1 per cent (Figure 1), well ahead of the industry gender pay gap of 29.5 per cent (Figure 2).

What is influencing our gender pay gap?

We recognise that understanding the drivers of our gender pay gap is essential to close it. To support this, we regularly analyse our remuneration data to identify where targeted action is required.

Investa’s gender pay gap is primarily influenced by:

The concentration of men in roles and functions that typically attract higher market remuneration (such as property development management), while women are more represented in roles that attract lower remuneration (including support functions). This is commonly referred to as ‘occupational segregation’.
The over-representation of men in senior leadership roles within revenue-generating functions, which typically attract higher remuneration levels.
Women being more likely to have taken a career break or to have stepped back from their careers, often to accommodate family responsibilities.
The disproportionate impact of parental and broader caring responsibilities (including caring for elderly parents or children) which continues to fall more heavily on women and can impact career progression and choices 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 five 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, Investa

What are we doing about it?

We continue to take targeted, deliberate action to reduce our gender pay gap through a range of initiatives focused on workplace composition, leadership accountability, pay equity and support for caring responsibilities.

Building a gender-diverse workforce

Targeting more than 40 per cent of promotions to be awarded to women.
Ensuring at least 40 per cent female participation in talent development and learning programs.
Actively support the development of early- to mid-career women.

Leadership accountability

Integrating gender equity KPIs into Executive performance agreements.
Reporting quarterly to the Executive and Board on progress against our targets.
Actively participating in the Property Champions of Change Coalition to support an industry-wide response to closing the gender pay gap.

Gender balance in leadership

Maintaining our target of a 40:40:20 gender balance across leadership roles, including our Executive and Board.
Increasing female representation in traditionally male-dominated roles and functions, and male representation in traditionally female-dominated roles.

Gender pay equity

Conducting external gender pay equity analysis every two years, and internal analysis annually.
Linking performance outcomes clearly to remuneration through defined KPIs.
Analysing performance ratings, remuneration and bonus outcomes to identify and address any potential bias.
Maintaining transparency by reporting our gender pay gap to our people, Board and externally.

Leading on care

Enhancing our policies to support the return of women from parental leave, helping them to maintain maintaining career momentum.
Encouraging shared caring responsibilities at home by actively promoting primary carer leave for men.
Monitoring and reporting on flexible working uptake and perceptions of accessibility of these arrangements across our business.

Our progress to date

We are proud of the progress we have made and the positive impacts our actions continue to have on our people and culture. Key highlights include:

Achieving the 40:40:20 gender balance target across all categories, with 40 per cent of leadership positions held by women, 40 per cent held by men, 20 per cent variable.
50 per cent female representation on Investa’s Board. 50% female representation
A stable overall workforce gender composition, with 52 per cent female representation.
40 per cent of employees who took Primary Carer Parental Leave being male.
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.
Gold Employer status awarded by the Australian Workplace Equality Index in 2025, recognising Investa’s practices and policies supporting LGBTQ+ inclusion.
Continued strong positive feedback from our people on their 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-wide progress towards gender equality. Our CEO, Peter Menegazzo, further strengthened his commitment to the work of the Champions of Change by 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 2024-25 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

241

Team members across Australia

Properties owned or managed Australia-wide

$14.5billion

Assets under management (as at 30 December 2025)

627

Businesses we provide working spaces for

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