At Allevia, we are committed to fostering an equitable and inclusive workplace where all individuals are valued and compensated fairly, regardless of gender. Recognising the existence of gender pay gaps and their detrimental impact on equality, we pledge to take proactive steps to address and eliminate these disparities should they arise.

Our commitment involves the following actions:

1.      Transparent Pay Practices: We ensure transparency in our compensation structure, conducting regular pay equity analyses to identify and rectify any gender-based disparities.

2.      Equal Opportunities: We provide equal opportunities for career growth, professional development, and promotions, based solely on merit and qualifications, free from gender bias.

3.      Education and Training: We will offer ongoing training and education programs to raise awareness of gender biases, empowering our employees to recognise and address these issues within our workplace.

4.      Supportive Policies: Continuously reviewing and refining our policies and procedures to ensure they promote fairness and equity in all aspects of employment, including hiring, salary reviews, and benefits.

5.      Accountability and Measurement: Implementing measurable goals and holding ourselves accountable by regularly evaluating our progress towards closing any gender pay gap.

6.      Advocacy and Collaboration: Actively engaging with external partners, industry groups, and policymakers to advocate for gender pay equity initiatives beyond our organization.

7.      Inclusive Culture: Cultivating an inclusive culture that values diverse perspectives, where all employees feel heard, respected, and empowered to contribute their best.

This commitment is an ongoing journey, and we acknowledge that effort and collaboration are essential for making meaningful change and sustaining progress. We aspire to be a workplace where every individual, irrespective of gender, feels valued and fairly compensated for their contributions.

Key Findings – 2022-2023 Gender Pay Gap Analysis

Overall Gender Pay Gap: The average gender pay gap across the company is -4.0%, indicating that, on average, women earn 4% more than men in our organisation. The industry comparison is -2.5%.

Mean and Median Pay Gap: The mean gender pay gap is calculated at -4.0%, while the median gender pay gap stands at 0.0%. This highlights a consistent similarity in earnings between genders.

Pay Gap by Job Level: Analysis by job levels reveals that at higher management levels, the gender pay gap tends to widen, but this is not indicative of a real gender pay gap due to the small number of employees holding those positions (the pay gap is biased toward the men as the CEO is male, but if the CEO was female then the bias would change in favour of women). This is the same for those identified as professionals. For non-manager roles and our frontline workers, the gender pay gap is 0.3% compared to the industry figure of 4% - this puts us closer to the desired 0% than most other organisations in our comparison group.

It is important to note that 90% of the employees are remunerated through the SCHADS Award which sets the rates of pay based on role and experience over time, not on gender. For the remaining employees under contract, remuneration is based on the role, industry remuneration benchmarks, qualifications, and experience, not on gender.

The recruitment process generally does not focus on the gender of candidates unless the organisation is recruiting to meet the specific needs or wishes of a client to receive support services from a worker of a specific gender.

Allevia has a workforce which is 61% male and 39% women which is the opposite of the comparison industry workforce which is 75% women. The challenge in recruiting new employees means that gender is not a consideration in who is recruited but rather we focus on worker attributes, skills, and experience. Our recent experience is that more men than women are applying for work. We are committed to having an employee base which can deliver high quality support services, not a workforce that is built on gender balance objectives – it is about the right workforce for the client base. 

Efforts and Strategies

Allevia is committed to preventing gender pay gaps. Several strategies and initiatives have been or will be implemented, including:

Diversity and Inclusion Processes: Implementing processes to foster a more inclusive workplace, such as promoting diversity in hiring and leadership.

Career Development Opportunities: Introducing mentorship programs and initiatives that facilitate career growth for all employees, irrespective of gender.


Reducing the gender pay gap can be a complex but critical objective. By acknowledging all existing disparities, implementing targeted strategies as required, and fostering an inclusive workplace culture, we aim to maintain a fair and equitable environment where all employees are valued equally for their contributions.


Philip Petrie

CEO, Allevia Limited

19 December 2023