Policies and Certifications
Workplace Gender Equality Agency Employer statement
At KordaMentha, we expect everyone to feel valued and supported, and we’re committed to building a workplace where anyone, regardless of gender can succeed. KordaMentha’s pay gap reflects the broader reality across finance and professional services, where senior women are predominantly under‑represented industry‑wide. This diversity challenge impacts the proportion of women in senior leadership roles. Unlike partnership models exempt from WGEA reporting, our Partners are classified as employees, enabling full transparency across all remuneration data.
Over the past five years, significant progress has been made to reduce our gender pay gap. Since 2020, our average total remuneration gap has reduced by almost 15% to 5.3% and our median gap by more than 15% to 16.6%. Similar progress has been made in the average base salary, where the gap has decreased by 16% to 5.3% and the median by nearly 20% to 13.8%. These improvements reflect our focus on merit-based recruitment, development and career progression. We’re pleased with the progress made so far, it demonstrates we’re working towards gender pay equity-based recruitment
The firm’s revised parental leave policy further supports our commitment to providing improved benefits and flexibility . Our parental leave policy offers the same extended leave to all employees, regardless of gender, recognising shifting family dynamics and supporting shared parenting responsibilities – an important contributor to gender equality.
Supported by our reputation, culture, and policies, we continue to identify and attract talented women to the firm, and undertake regular salary benchmarking to ensure fair, competitive pay across all roles. KordaMentha’s average total remuneration gender pay gap sits well below the comparison group midpoint, and over the past three years, the gap at manager level and below has steadily decreased to the point of meeting or exceeding industry benchmarks.
KordaMentha is committed to strengthening diversity and inclusion in our workforce through greater networking, training, mentoring, and career opportunities for women and continuing to monitor pay equity across the firm in line with our three-year targets.
