Our Gender Pay Gap Employer Statement
The Gender Pay Gap is not the same as Equal Pay. Equal pay is where women and men are paid the same for the same or similar positions - in Australia this is a legal requirement (and a moral one for us!). Gender Pay Gaps do not compare like or similar roles, instead they compare everyone in the business and show the overall difference in the average pay for women and men across the entire workforce. Our analysis shows that we provide equal pay, so we can be confident that our gender pay gap is not a result of equal pay concerns.
The gender pay gap data includes all positions and employment types within the business which includes full-time, part-time, casual, professionals, technical trades, administrative roles and senior executives. The total remuneration data also includes things like superannuation, overtime, bonuses and vehicles.
Similar to other businesses in the building and construction sector, our pay gap is the result of certain roles within our business that have historically been performed mostly by women or men as well as the number of women we have in senior or manager positions.
Henley Properties Group year on year gender pay gap comparison
In the 2024/25 reporting period, we are proud to report that we continue to see a reduction in our gender pay gap. Specifically, in the median total remuneration, average base salary and median base salary.
| 2022/23 | 2023/24 | 2024/25 | Industry |
Average total remuneration | 32.7% | 30.0% | 30.1% | 29.8% |
Median total remuneration | 40.3% | 32.0% | 30.0% | 27.8% |
Average base salary | 33.0% | 28.7% | 27.5% | 25.2% |
Median base salary | 33.3% | 32.4% | 30.6% | 23.6% |
Our commitment to the full and equal participation of women in construction has always been a focus for us. This reflected in the makeup of our team; 50% are women, compared to an industry average of 39%.
Henley Properties Group gender composition compared to the construction industry average
| Henley Properties | Construction Industry |
Women | 50% | 39% |
Men | 50% | 61% |
We are proud to employ a wide and diverse range of technical and professional skills and experiences, bringing together a strong team who create better, happier and healthier homes for Australian families. During the reporting period, 63% of our external appointments and 57% of our internal promotions were female.
| Henley Properties | Residential Construction industry |
Female Internal Promotions | 57% | 42% |
Female External Appointments | 63% | 37% |
Progress Since Last Year
Over the past year, we have completed a variety of initiatives to focus on gender equality and reducing our gender pay gap. During this period, we have:
- Completed a gender pay gap analysis to ensure continuous progress towards improving our current gender pay gap.
- Refreshed our check‑in process to promote regular, high‑quality development conversations ensuring all team members have equal access to feedback, growth opportunities and transparent career discussions.
- Continued learning and development initiatives that enabled 62 females within our team to undertake various management, certification, and tertiary education programsto build capability and prepare for future progression.
- Developed a Sexual Harassment Prevention Plan, to support us in continuing to provide a safe and respectful workplace for all team members.
- Conducted an engagement survey where 98% of our team reported that they understand who they can go to and how to report concerns of discrimination, harassment, or bullying. 100% of our team confirmed they have not observed or experienced sexual harassment.
Insights From Pay Gap Analysis
Our gender pay gap continues to be influenced by several structural and workforce factors, including:
- Under‑representation of women in senior technical and leadership roles, consistent with workforce composition insights reported across many Australian industries.
- Higher female participation in part‑time and flexible roles, which influences average remuneration outcomes.
- Succession planning challenges, where roles that feed into senior leadership positions are still disproportionately held by men.
Identifying and analysing these drivers aligns with national guidance on understanding the root causes of employer gender pay gaps.
Actions to take to Improve Our Gender Pay Gap
To address the insights, in the coming year we will:
- Launch an apprenticeship program targeting junior high school students, to ensure they are empowered in knowing that construction is a valued career choice.
- Continue conducting regular gender pay gap analysis to ensure we’re making progress in the reduction of our gender pay gap and to identify new areas of focus as our business grows.
- Support the growth and development of women by investing in training, mentoring, leadership development, and career support so women at Henley have clear opportunities and the skills to progress into technical, leadership, and management roles.
- Although this is not a legal requirement for a business with less than 500 employees, we will set three gender equality targets in 2026 to provide direction and accountability in continuing to reduce the gender pay gap.
Future Commitments
Our commitment to building a more inclusive industry, remains stronger than ever. In 2026, we will keep strengthening our pipeline of women entering the industry, while also creating clearer development opportunities for women already within the business. Improving stronger representation of women in areas that have traditionally been male‑dominated will remain a priority, supported by the gender equality targets we set.
We will continue building leadership capability and strengthening our workplace culture, so all team members feel supported and respected. Ongoing monitoring and regular gender pay gap reviews will ensure we stay accountable and continue to make steady progress.
Breaking barriers. Building dreams.
We recognise that achieving gender equality requires sustained effort and long-term commitment. We will continue to take purposeful action, review our progress, and work collaboratively across our organisation to create a workplace where everyone can succeed.
Our gender pay gap is not a reflection of our values, efforts or commitment to diversity and inclusion. Instead, it reflects traits that are common for businesses in our industry. We are committed to building a more inclusive industry for all and we’re confident that our diversity and inclusion plan will narrow the gender pay gap and enable greater female participation.
We will keep striving to remove the traditional and long-term barriers for women in construction.
