Our Commitment to Gender Equality at Wilson Parking

At Wilson Parking, we understand that our reputation as a trusted and reputable brand is built not only on operational excellence but also on our commitment to responsible business practices. As part of our broader ESG strategy, we are taking meaningful steps to advance gender equality across our group.

Our latest Workplace Gender Equality Agency (WGEA) reports reflect both our progress and the areas where we have opportunity. Across the group, we have implemented formal policies and strategies that support gender equality in recruitment, retention, performance management, promotions, and succession planning. We are also focused on diversity and inclusion, with strategies that address gender identity, cultural background, disability, and age.

We acknowledge the importance of gender balance at all levels of leadership. Internally, we have set targets to increase the representation of women in traditionally male-dominated roles and corporate positions. These targets are supported by flexible working arrangements, gender-neutral paid parental leave policies, and support mechanisms for carers, all designed to create a more inclusive and equal workplace.

Our employee data shows that women make up a significant portion of our workforce, particularly in community and personal service roles. However, we recognise the need to improve representation in management and leadership positions. We’ve conducted gender pay gap analyses and are committed to ongoing reviews to ensure pay equity across comparable roles.

We’re proud to share that out FY24 data showed that our gender diversity is reflected in a nearly balanced workforce, with 45% women and 55% men in office-based roles. Further to that; our median gender pay gap is just 0.8% for base salaries and 3.9% for total remuneration, which is significantly lower than the national median of 13.6%. This demonstrates that we have progressed in pay equity, whilst still recognising the need to improve female representation in certain areas of the business.

We also engage directly with our employees through initiatives like the Women of Wilson Network Group, fostering dialogue and feedback on gender equality issues. Training on respectful workplace conduct and sexual harassment prevention is provided across all levels of the organisation, reinforcing our zero-tolerance stance and commitment to a safe and inclusive environment.

These efforts are not just about compliance; they’re about building a workplace culture that reflects our values and supports our people. We know there’s more work to be done, but we’re proud of the steps we’ve taken and remain committed to continuous improvement.