AIA Australia's commitment to diversity, equity and inclusion (DEI) is underpinned by our Operating Philosophy – Doing the Right Thing, in the Right Way, with the Right People and the Right Results will come.
What is the gender pay gap?
Each year, the Workplace Gender Equality Agenda (WGEA) requires employers to report on key workplace data including gender representation, pay, policies and practices.
WGEA reporting includes a calculation of the gender pay gap. The gender pay gap represents the difference in remuneration between men and women across the organisation, expressed as a percentage of men’s remuneration. The average gender pay gap compares the overall average salary of women with the overall average salary of men, while the median gender pay gap compares the midpoint of earnings for women and men when all salaries are ordered from lowest to highest.
Our Gender Pay Gap:
For the 2024–2025 reporting period, women represented 54% of AIA Australia’s workforce. Our gender pay gap remained stable, with an average pay gap of 18.2% and a median pay gap of 20.4%. These results sit below the financial services and insurance industry where the pay gap is 19.2% (average) and 20.6% (median) respectively.
Our pay gap continues to be shaped by workforce composition, with women representing 58% of our non-management roles, where pay rates are typically lower across the industry.
Progress made:
Over the past year, we have advanced initiatives to strengthen our DEI focus which included the establishment of a DEI Council to lead and govern our DEI priorities and initiatives. We also expanded our flagship women in leadership program, Elevate, by increasing participation and strengthening the post-program mentoring offering to further support the growth and career development of current and emerging leaders.
We have also improved our reporting processes, including refinements to enhance the accuracy of how the pay gap is calculated. These changes will be reflected in our 2025–2026 WGEA reporting.
Our Focus for 2026:
We recognise that further action is needed to reduce our gender pay gap. Through a recent review of our employee value proposition, we have identified opportunities to strengthen key policies and benefits that better support women. Enhancing areas such as flexible working, parental leave and benefits helps create more equitable conditions for women in the workplace, which supports long-term progress in reducing the gender pay gap.
We welcomed the introduction of WGEA targets as part of the recent reforms and are committed to meaningful action that supports gender equality. Our priorities include reducing our gender pay gap, enhancing our employer funded parental leave benefit and increasing the representation of women in management roles. These commitments reflect our intention to build a more inclusive and equitable workplace.
Meaningful progress toward closing the gender pay gap requires long-term commitment. We will continue to prioritise actions that strengthen equity and ensure our workplace remains safe, inclusive and welcoming for everyone.