Governance

At SASH we are committed to ensuring our team members are given equal opportunity to thrive and achieve in their chosen careers. The results of the WGEA (Workplace Gender Equity Agency) survey contains information regarding our Gender Pay Gap (GPG). The GPG is calculated by WGEA based on information provided by employers and is expressed as a percentage showing the difference between the earnings of women and men.

The combined SASH group results (all hospitals as at March 2024 in our network) was a median Gender Pay Gap of 43.3% for 2024, compared to 38.8% in the prior year.

While our gender pay gap is greater than the industry median for veterinary services, which stands at 39.7%, we recognise that it reflects a range of factors unique to our business and industry structure and workforce composition. A significant proportion of our SASH workforce, approximately 85%, is female. A large part (55%) of this workforce is engaged in roles within nursing and client services, where earnings are typically lower in line with industry standards when compared to other roles such as vets. The higher representation of females in lower earning roles has a considerable impact on the overall gender pay gap result. It is important to note that roles where earnings are higher (such as vets, specialists and leadership roles) are also predominately female (62%).

When we review our internal pay relativities across all our veterinary roles (including senior clinical leaders) the gender pay gap is within the WGEA tolerance of +/-5%. For the nursing and client service teams the gender pay gap is slightly higher due to the larger proportion of females in our trainee and junior nurse positions.

SASH is committed to making further progress in closing the gender pay gap.

• Bias-Free Recruitment, Retention, and Promotion: We will continuously review our recruitment, retention, and promotion practices to eliminate gender bias.
• Remuneration Reviews: Each year during our remuneration review period, we ensure this process is carried out without gender bias.
• Investment in Development: We are committed to continuing investment in learning & development and leadership opportunities for all team members, ensuring that women have the same chances to grow in their careers.
• Gender balance within our intern and resident programs, who represent our specialists of the future.
• Flexible Work Arrangements: Supporting flexible work arrangements to accommodate the diverse needs of our female workforce, particularly those balancing family responsibilities.
• Paid Parental Leave: Continue to support our team members to balance their careers and family through industry leading paid parental leave.
• Gender balance in leadership: within the founder group of new hospitals and also female representation on the SASH Boards, noting that there are female board directors on some of our individual hospital boards.
  Closing the gender pay gap is an ongoing commitment, and we value the contributions of all our team members, regardless of gender or other factors. We are committed to creating a workplace where everyone, has the opportunity to thrive, achieve and make a difference so that we can help pets and their families live their best life.