TSA are an organisation of over 900 people across Australia, New Zealand, the UK and South-east Asia. Our current Australian workforce composition is 41% female / 59% male. We are committed to achieving gender equality, and our ‘Thrive’ diversity, equity and inclusion (DEI) initiative centres on activities, strategies and initiatives to create a workplace culture where every TSA person feels valued, respected and welcome. ‘We are committed to intentionally, purposefully, and consciously ensuring that everyone at TSA has access to the support, resources, treatment, and opportunities they need to thrive in the workplace.’ – TSA Diversity, Equity and Inclusion Statement, 2023.
Role by role, TSA has parity of remuneration across the majority of our workforce, with outliers typically attributable to levels of experience. Annually, we assess remuneration across our business to ensure people are paid fairly and comparably for equivalent roles, appropriately for experience levels, and competitively against broader industry metrics.

TSA’s median gender pay gap (21.1%) can be attributed to there being more men than women in senior positions in our business. This is supported by our data which shows the difference in the numbers of women and men in non-management roles (45.5% / 54.5% respectively) and management roles (28.8% / 72.2%). Accordingly, we are focussed on recruiting and promoting more women to our senior teams, and this is reflected in the consistent, year-on-year, decrease in our median pay gap over the last three years.

We will shortly commence publicly reporting on four DEI KPIs (as part of our Global Reporting Initiative commitment). These include ‘Gender Pay Equity and Opportunity’ and ‘Gender Diversity’, and will help measure the success of our deliberate organisational strategy to close any gender imbalances.

Furthermore, as part of Thrive, and our broader People & Culture initiatives, we have a number of policies and practices aimed at ensuring and improving gender equality and equity in our business. TSA:
uses blind recruitment processes, includes unconscious bias training for recruiting managers, states our equal opportunity employer status in advertisements, and uses advertising methods which reach a wide group of diverse candidates.
are corporate members of, and actively support, NAWIC, the National Association of Women in Construction. TSA sponsors an industry membership (up to AU$500) for each person each year.
have robust policies supporting gender equality and equity:
Parental leave: after 6 months’ employment, TSA people are entitled to 12 weeks’ paid parental leave (on top of legislative requirements). If the parent chooses to take additional, unpaid parental leave (within the first 12 months of parental leave), TSA continues to pay superannuation contributions. Partners of primary care givers are entitled to 4 weeks’ paid parental leave too.
Flexible working arrangements: after 12 months employment, TSA people can request a flexible working arrangement for any purpose or reason, including to enable working in the community, caring for family members or sporting commitments.
Family and domestic violence leave: if TSA person is experiencing the effects of family and domestic violence or is a recent victim or survivor, they are entitled to 10 days’ paid leave per year to seek support or conduct activities to ensure their ongoing safety.

We are focussed and committed to equalising our median pay, and recognise that this work, and the initiatives described above must continue to be prioritised at the highest levels in our business. At the same time, we will continue to consult people across TSA, both in formal remuneration conversations and anonymous surveys to understand everyone’s experience and perspective on remuneration at TSA. Our commitment to gender pay equality spans all regions where we operate.

You can read our full report here.