InsightWGEA
TSA Riley is an organisation of around 1,000 people across Australia, New Zealand, the UK, and South-east Asia. 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 Riley person feels valued, respected, and welcome.
Role by role, TSA Riley 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. Our latest WGEA results show a steady improvement on median pay too.
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.
- We are corporate members of, and actively support, NAWIC, the National Association of Women in Construction. TSA Riley sponsors an industry membership (up to AU$500) for each person each year.
- We track and report on gender pay equity and diversity metrics, ensuring transparency and focus at all levels.
- Our hiring processes ensure gender-balanced candidate pools and interview panels, and we also analyse pay, promotions, and hiring trends to identify and address disparities. We state our equal opportunity employer status in advertisements, and use advertising methods which reach a wide group of diverse candidates. We have launched training for leaders and hiring managers to mitigate bias and foster inclusive decision-making.
- We are committed to fostering gender diversity by ensuring equal access to training and leadership development. We actively monitor participation in internal programs to support women’s career advancement and drive greater gender balance, particularly in leadership and professional growth opportunities.
We have robust policies supporting gender equality and equity:
- Parental leave: after 6 months’ employment, TSA Riley 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 Riley continues to pay superannuation contributions. Partners of primary caregivers are entitled to 4 weeks’ paid parental leave too.
- Flexible working arrangements: TSA Riley 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 a TSA Riley 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 focused 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 Riley, both in formal remuneration conversations and anonymous surveys to understand everyone’s experience and perspective on remuneration at TSA Riley. Our commitment to gender pay equality spans all regions where we operate.
This statement was published in March 2025.