Reporting period: 1 April 2023 – 31 March 2024
Our diversity commitment
At Online Education Services (OES), gender equality is a critical driver in our success.
As a company with a workforce that is 69% female, including strong representation at the executive, CEO, and Board levels, we are deeply committed to fostering an inclusive and equitable workplace where all employees have access to equal opportunities for growth, leadership, and recognition.
We believe that diversity enriches innovation and enhances problem-solving, enabling OES to deliver exceptional education opportunities for students domestically and globally.
Our focus on equity ensures that every team member feels supported, valued, and empowered to perform at their best.
Understanding our gender pay gap
OES is an online education provider and currently has a workforce that is 68% female across a broad spectrum of role types. The data is based on the reporting period April 2022 to March 2023. The industry comparison group consists of Education and Training organisations of a similar size (500-999).
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. Median gender pay gap 2023-2024
| OES 2023-24 | Industry comparison group. (Similar size organisations) | |
|---|---|---|
| Average total remuneration | 1.4% | 11.4% |
| Median total remuneration | -1.1% | 9.5% |
| Average base salary | 1.9% | 10.4% |
| Median base salary | -0.8% | -15.7% |
OES’ average total remuneration gender pay gap is significantly better than the industry average, with a gap of 1.4% compared to 11.4%.
Similarly, OES’ median total remuneration gender pay gap stands at -1.1%, which is a contrast to the industry’s 9.5%. This favourable positioning reflects our commitment to maintaining equity in compensation across all levels of the organisation.
In terms of base salary, OES’ average gender pay gap is 1.9% compared to the industry average of 10.4%, and our median base salary gap is -0.8% against the industry’s 15.7%. These metrics demonstrate the success of our equitable remuneration practices.
While OES demonstrates strong performance overall, there are areas where further focus is required.
The gender pay gap for Key Management Personnel at OES is -19.1%, compared to the industry benchmark of 11.5%.
Additionally, the gender pay gap for Senior Managers at OES is 8.5%, which is slightly higher than the industry’s 5.1%. Addressing these disparities will be a focus moving forward.
What are we doing next to work toward closing the gender pay gap?
OES has made inroads in promoting gender equality across the organisation and we continue to focus on key areas that will further our goals.
Optimising Female Talent
OES is committed to increasing female representation in underrepresented areas, such as Technology, through targeted recruitment, mentoring programs, and leadership development pathways. As part of our talent management and succession planning processes, we will set measurable goals to address gender imbalances and create opportunities for career progression.
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.
A culture of belonging and inclusion is critical in the success of any policies, and this is a core focus of OES. We will continue to conduct annual engagement surveys and regular pulse surveys to track progress and gather valuable employee feedback.
We will continue to empower our dedicated team to champion diversity, equity, and inclusion by actively engaging with employees and implementing feedback-driven initiatives.
Strengthening Remuneration Frameworks
OES will continue to conduct annual gender pay audits to identify any gaps and make necessary adjustments. Additionally, we also continue to leverage external benchmarking data to ensure transparency and equity in pay decisions, further reinforcing our commitment to fair remuneration practices.
