Fujitsu Australia Limited – Statement on WGEA gender pay gap 2023-24
gendergapFujitsu Australia’s WGEA employer statement on gender pay gap for 2023-24
Our vision for gender equity:
Our vision is to be an inclusive employer that represents the diversity of our community across our business and value chain.
We also aim to create equitable opportunities and a culture where everyone feels they belong. This includes having a culture that empowers people of all genders and harnesses their collective strengths and innovation to contribute to Fujitsu’s global purpose of making the world more sustainable by building trust in society through innovation.
What the 2023-24 WGEA data shows:
Fujitsu Australia Limited (FAL)’s average total remuneration shows a pay gap favouring men slightly over women across FAL and its subsidiaries.
| All Employees | FAL | FAL and its subsidiaries |
|---|---|---|
| Average (mean) total remuneration | 1.6% | 1.8% |
| Median total remuneration | 4.7% | 4.2% |
| Average (mean) base salary | 1.8% | 1.9% |
| Median base salary | 4.6% | 3.9% |
Our median pay gap is within the + or - 5% range WGEA advises employers should aim for. However, our goal is to have no gender pay gap and we continue to review our practices to strive for that outcome.
For context, our pay gap is considerably lower than our industry comparison group’s pay gap.
| All Employees | FAL | Industry Group Comparison |
|---|---|---|
| Average (mean) total remuneration | 1.6% | 12.5% |
| Median total remuneration | 4.7% | 13.3% |
| Average (mean) base salary | 1.8% | 9.9% |
| Median base salary | 4.6% | 11.6% |
Progress on gender equity:
Fujitsu is committed to making long-term progress on gender equity. We are confident that our gender pay gaps will remain marginal and we have annual processes in place to address as appropriate in the context of our evolving business and insights from the WGEA analysis.
We’re proud to say we have a high representation of female leaders and a gender-balanced Executive Leadership Team. However, we have a way to go to ensure that our overall workforce composition is more reflective of our community. As of January 2025, in our Australian workforce, women account for 24%, men account for 74% and 2% do not identify as male or female.
In our 2022-23 employee statement, we mentioned our Gender Equity Strategy and goal to have at least 40% of our workforce identify as female by 2026.
Since then, our business has reviewed our gender equity goals and used our recruitment and attrition insights to refine them. We have set the following short and medium-term targets:
- To reach 30% females in leadership by roles 2026 (as of October 2024, we are at just over 24%).
- To have at least 40% female representation company-wide, at the management level and at the executive level by 2030.
In order to help us achieve these goals, we aim to:
- Be a WGEA ‘Employer of Choice’ by the end of 2026 to attract and retain top talent.
- Encourage more women into technical IT roles and support their pursuit of a fulfilling career in technology.
- Develop our managers' skills to lead with purpose and inclusion in mind.
- More accurately understand those who identify as being gender diverse or non-binary and further understand the intersectional experience of our people based on their broader lived experience.
We look forward to building the capacity and capability across our business to foster positive outcomes. We also look forward to providing updates on our progress and sharing our learnings as we progress.