Reporting period: 1 April 2024 – 31 March 2025
Our diversity commitment
At Online Education Services (OES), gender equality remains a critical driver of our organisational success.
OES has a workforce that is 69% female, with strong representation of women across management and senior leadership roles. Women represent 56% of Key Management Personnel, 53% of managers, and 70% of non-manager roles, demonstrating sustained progress in leadership representation and workforce balance.
We are committed to fostering an inclusive and equitable workplace where all employees have access to equal opportunities for growth, leadership, and recognition. We believe diversity strengthens innovation, decision-making, and organisational performance, enabling OES to deliver high-quality education outcomes for students in Australia and globally.
Our approach to gender equality is embedded across our people practices and organisational culture, ensuring every team member feels supported, valued, and empowered to perform at their best.
This commitment will be supported by targeted actions and measurable outcomes aligned to WGEA requirements.
Understanding our gender pay gap
Understanding and addressing the gender pay gap is a critical part of our commitment to workplace equality.
OES is benchmarked against the industry comparison group of Higher Education (1,000 to 4,999 employees).
Table 1 below shows the average and median gender pay gap for total remuneration and base salary against our industry comparison group.
Table 1. Gender Pay Gap 2024-25
| OES 2024 – 25 | Industry comparison group | |
|---|---|---|
| Average total remuneration | 1.2% | 11.0% |
| Median total remuneration | 0.0% | 8.5% |
| Average base salary | 1.4% | 10.3% |
| Median base salary | 0.4% | 7.1% |
OES continues to perform favourably relative to industry benchmarks across all gender pay gap measures. Our average total remuneration gender pay gap is 1.2%, compared to the industry midpoint of 11.0%, while our median total remuneration gap is 0.0%, indicating pay parity at the median. This favourable positioning reflects our commitment to maintaining equity in compensation across all levels of the organisation.
In relation to base salary, OES’ average base salary gender pay gap of 1.4% and median gap of 0.4% compare favourably against industry benchmarks of 10.3% and 7.1% respectively.
Gender pay outcomes vary across leadership levels at OES. At the Key Management Personnel level, the gender pay gap is -34.5%, and at the Senior Manager level it is -2.3%, indicating that women are paid slightly more on average than men in these cohorts.
At the Other Manager level, the gender pay gap is 9.5%, compared to the industry comparison group midpoint of 6.2%, identifying an area for ongoing focus.
These metrics demonstrate the success of our equitable remuneration practices.
What are we doing next to work toward closing the gender pay gap?
While our current pay gap outcomes compare favourably to industry, OES recognises that sustaining pay equity requires continued focus on representation, progression and workplace practices. In line with evolving WGEA requirements, OES will identify and implement formal gender equality targets over the coming reporting cycle to support measurable and sustained progress.
Over the next reporting period, we will focus on the following key areas:
Flexible and family friendly policies to encourage equal participation
To encourage equal participation of men and women in the workforce, OES will continue to support flexible work arrangements and caregiving responsibilities for all employees.
OES will continue to promote flexible and inclusive work practices that support sustained workforce participation across all genders.
Strengthening remuneration frameworks
OES will continue to conduct annual gender pay audits to identify any gaps and make necessary adjustments. Additionally, we continue to leverage external benchmarking data to ensure transparency and equity in pay decisions, further reinforcing our commitment to fair remuneration practices.
Optimise employee consultation and insight
We will continue to conduct annual engagement and pulse surveys to track progress and gather valuable employee feedback to inform actions to strengthen inclusion, progression and equitable outcomes.
