Workplace Gender Equality Statement: FY24 – 25

Worldline Payment Solutions Australia Pty Ltd ABN 29 646 200 017 and Worldline Services Australia Pty Ltd ABN 14 636 229 751 (the Group) are committed to fostering a balanced and equitable workforce where everyone has an equal opportunity to contribute, learn and grow irrespective of their gender.

As an Australian employer with more than 100 employees, we report our performance against several gender equality indicators, to the Workplace Gender Equality Agency (WGEA). The results of its assessment are outlined below. 

Worldline Payment Solutions Australia Pty Ltd (ANZ Worldline)

In the FY24-25 reporting period, ANZ Worldline’s gender pay gap was 14.6%.

The mid-point gender pay gap for other reporting businesses in ANZ Worldline’s category was 23.3%.

ANZ Worldline’s FY24-25 gender pay gap increased from 2.3% the previous year.  This was driven largely by movement within senior levels of the organisation, including heightened attrition of female employees in key management roles and the WGEA now including the CEO role in its assessment.  

In FY 23-24, ANZ Worldline had more men in key management roles (leadership level) but we are pleased to report that we have made significant progress at this level, with an equal number of men and women now represented on the leadership team.

Worldline Services Australia Pty Ltd (WSA)

In the FY24-25 reporting period, Worldline Services Australia (WSA), part of the Worldline Group, had a gender gap of 5.8%.

The mid-point gender pay gap for other reporting businesses in WSA’s category was 22.2%.

Ongoing focus areas

We acknowledge that there is continued work and investment required to address gender equality in our workforce. We are committed to ongoing action to reduce the gender pay gap across both entities, with actions including:

• Using the Group’s parent company - Worldline SA’s global workforce architecture framework which provides guiding principles in hiring, promotions and succession planning to maintain parity across pay grades, competencies for positions and levels.
• Continued improvement to the pay review process to help identify and correct gender based pay differences.
• Ensuring fair recruitment, promotion, and remuneration practices, with careful calibration during leadership transitions and new senior hires.
• Continued implementation of WGEA-aligned reporting and governance to monitor progress and ensure leadership accountability.
• Targeted initiatives to support work-life balance, leadership development, and retention of women at all levels.
• Regular communications with our people about pay equity priorities, progress, and opportunities for involvement.
• Continued reviewal of our policies and training programs to educate employees on psychological safety.

Taking action and reporting progress

We are committed to educating our teams and enhancing our policies to improve diversity, equity and inclusion along with pay parity and gender equity. We will publish updated wage gap data annually and report on measurable actions and outcomes to demonstrate our ongoing commitment and progress. Most recently:

• We have enhanced our hybrid and flexible working policy to ensure it is clear, understood and open to all. 
• We have enhanced our communication and support of leaders to lead their teams in a safe, high performance environment
• We have enhanced our communication and support of leaders to lead their teams in a safe, high performance environment.
• Worldline SA conducted a gap analysis investigation of its global operations including the Australian businesses.  It will continue to roll out its pay transparency program which will flow into our Australian businesses over 2026 and 2027. We welcome this increased transparency to ensure our people understand pay ranges and pay transparency across our systems and as part of our recruitment efforts.
• We engaged external support to conduct a gap analysis in relation to our response to the Respect at Work obligations to ensure that we are enhancing and maintaining a safe workplace for all our people.
• We released new diversity and inclusion e-learning modules on anti-bullying, harassment and discrimination and respect at work.

More information about the Workplace Gender Equality Agency and reporting requirements can be found at https://www.wgea.gov.au/.