WGEA Gender Pay Gap Employer Statement

Our commitment to diversity and equality

Life Ready’s purpose of ‘Being the Benchmark of Health’, can only be achieved through the dedication, passion and innovative thinking of our people.

We embrace diversity, valuing the unique strengths each person brings. This sharpens our focus on our client’s needs and keeps us connected to our community. At Life Ready, we are purposeful in creating an equitable and inclusive workplace where every individual is treated with fairness and respect and has equal opportunities to succeed.

However, we acknowledge the importance of continuing our efforts to promote gender equality across all areas of our organisation, with a particular focus on reducing the gender pay gap.

We aspire to see women and men equally represented, valued, and rewarded in the workplace, and are committed to make that happen.

Understanding our gender pay gap

We are committed to achieving gender equality, and through our participation in the Australian Workplace Gender Equality Agency’s (WGEA) 2024 private sector reporting program, we now better understand the factors contributing to our gender pay gap.

Our findings show that the composition of our workforce plays a central role in driving our gap, rather than pay inequity between our female and male employees.

At Life Ready, we have a predominantly female employee base, making up 70% of our team. Additionally, 89% of our female employees hold ‘entry-level’ roles, and 66% of our female employees (non-management roles) work in a part-time capacity, further contributing to our gender pay gap.

Life Ready is committed to reaching gender equality and has already taken steps to address the gender pay gap. Our greatest opportunity to reduce the gender pay gap lies in addressing our workforce composition.

As part of HBF Health we are supported through this journey by leveraging HBF Health’s Gender Equality Action Plan 2024–2026. This plan and Life Ready’s alignment to this plan is already underway, providing a solid foundation for ongoing progress. The plan focuses on actionable steps to achieve gender balance and equality at every level of our organisation, with the goal of HBF being recognised as a WGEA Employer of Choice for Gender Equality (EOCGE) by 2028.

Our progress

Through the Gender Equality Action Plan, we demonstrate a values-driven commitment to addressing our gender pay gap, with a target to align it with the Physiotherapy Services average, as defined by WGEA, by 2028.

To further support our gender equality ambitions and progress to date, we have taken actions that include:

• Reviewing and enhancing our recruitment and talent management processes to better support women’s success in the workplace.
• Implementing Unconscious Bias Training for Senior Leaders of Life Ready, especially within the areas of hiring, succession and development to always ensure fairness.
• Promoting the utilisation of our flexible working to create an environment where women are encouraged and supported to thrive in the workforce.
• Increasing female representation in senior and managerial roles to build a more diverse and inclusive workforce.
• Enhancing our Paid Parental Leave policy.
• Promoting flexible work arrangements that support both men and women, including initiatives such as return-to-work support after parental leave, to help employees balance their careers and family responsibilities
• Promoting transparency, fairness, and eliminating bias in compensation practices and decision-making, ensuring equal opportunities for all.
• Providing 10 days of paid Family and Domestic Violence Leave for all employees, in addition to the existing 5 days of unpaid leave under the Minimum Conditions of Employment Act 1993 (WA).
• Aligning with our Equal Opportunities and Anti-Discrimination policies while implementing our Harassment and Bullying Policy.

At Life Ready, we are wholeheartedly committed to an ongoing journey toward achieving equal representation, value, and reward for both women and men in the workplace.