Corporate Sustainability

WGEA requires that all Australian employers with 100 or more employees submit annual gender and pay data for each employing entity.  Therefore, Evans and Partners and E&P Operations data is submitted and reported separately by WGEA.  Practically, we operate as one – E&P Financial Group – with shared leadership, policies, values and a common focus and commitment to women in leadership in our organisation and the broader industry.

E&P is committed to fostering a culture that embraces and promotes diversity, equity, and inclusion in our workplace. This focus results in an engaged and productive workforce which feels recognised and respected, reflects our client base and the community in which we operate and drives greater innovation, creativity, and diversity of thought — leading to better decision-making, business outcomes and organisational performance.

E&P’s workforce is made up of 36% female employees, with too few females in senior leadership roles. We recognise the need to strengthen female representation at all levels, including leadership, and are committed to improving this.

WGEA calculates a gender pay gap based on the difference between the average total compensation of men and women, including superannuation, overtime, bonuses, and other additional payments. This calculation is designed to drive improvement in women’s leadership representation, but does not assess whether men and women in the same role are paid the same.

E&P Financial Group conducts an annual like-for-like gender pay analysis of fixed reward (excluding performance-based bonuses). The analysis compares same or similar roles by level, to contextualise the data and ensure that men and women doing the same work at the same level receive equal base pay, inclusive of superannuation.

Our like-for-like gender pay gap is 5.8% overall and 5.1% in our revenue-generating businesses, both in favour of males. This gap is driven by differences in experience and nuanced expertise within similar roles, and reflects the tenure and seniority of men in more senior positions.  Many of E&P’s individual business groups have no like-for-like pay gap, or favour women — for example, our Wealth division has an average like-for-like gap of 4% in favour of women.

We believe a like-for-like analysis is the most meaningful way to ensure men and women doing the same work receive equal base pay. Bonuses are excluded as they are performance-based, irrespective of gender. We are committed to transparency and share our like-for-like analysis with staff internally, and via external communications including our annual sustainability overview.

E&P is committed to gender equality and to improving female representation across our business and the broader industry. We have set specific, measurable targets to drive change, spanning representation in our revenue-generating businesses, women in leadership, intern and graduate recruitment, and like-for-like gender pay. These targets are supported by practical initiatives led by our senior leadership team.

We support emerging female talent in the Finance sector through our partnership with Future IM/Pact, with many of our team mentoring female students as they study and consider their career paths. We have also supported philanthropic events focused on women in the industry, including She Gives and Women Shaping Change.