super retail groupwgea public report 2021
TRANSCRIPT
Submission Approval
signed by Anthony Heraghty Group Managing Director and Chief Executive Officer
SUPER RETAIL GROUP
WGEA PUBLIC REPORT 2021
Data from 1 April 2020 to 31 March 2021
Workplace Gender Equality Agency | www.wgea.gov.au
Workplace Gender Equality Agency
2020–21 Compliance Program
Submission approval
I, the CEO (or equivalent), confirm that the data provided in the 2020-21 Compliance Program submission is
complete and correct, as reported in the full data appendices:
Appendix: Workplace Profile
Appendix: Workforce Management Statistics
Appendix: Questionnaire
Appendix: Confidential Data.
I approve the submission of this data to WGEA.
I also confirm that the organisation/s covered by this submission will meet the notification and access requirements as detailed below.
Name of CEO (or equivalent)
________________________
CEO (or equivalent) signature
________________________ ________________________
What next?
The contact nominated for the submission of this report must complete the declaration and consent process
in the WGEA Portal. The Agency does not require physical evidence of the CEO’s signature.
To comply with the notification and access requirements, your organisation/s must:
inform its employees and members or shareholders that it has lodged its report with the Agency and
advise how the public data may be accessed
provide access to the public data to employees and members or shareholders
inform employee organisations with members in its workplace that the report has been lodged
inform its employees and those employee organisations with members in its workplace of the opportunity
to comment on the report to the employer or the Agency.
For more information on the notification and access requirements, read here.
Anthony Heraghty
Date of signature
11 July 2021
WORKPLACE PROFILE This outlines the gender split for WGEA'soccupational categories as at 31 March 2021
Workplace Profile Table
Occupational category* Employment status
No. of employees
F M
Managers Full-time permanent
Full-time contract
Part-time permanent
Part-time contract
Professionals Full-time permanent
Full-time contract
Part-time permanent
Part-time contract
Clerical And AdministrativeWorkers
Full-time permanent
Full-time contract
Part-time permanent
Part-time contract
Casual
Sales Workers Full-time permanent
Full-time contract
Part-time permanent
Part-time contract
Casual
Machinery Operators AndDrivers Full-time permanent
Labourers Full-time permanent
Part-time permanent
1
5
12
1,044
2
29
2
672
0
6
3
145
3
15
4
112
8
0
2
3
41
20
1
35
7
125
3,761
3
1,144
3
551
3,015
6
1,465
1
524
80
8
157
11
63
Number of apprentices andgraduates (combined)
F M
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
00
0
0
0
0
Totalemployees**
3
34
14
1,716
3
21
7
257
28
1
37
10
166
6,776
9
2,609
4
1,075
8
19
220
Industry: *
* Categorised using ANZSCO major group codes (this means Professionals who are also Managers are categorised asProfessionals)** Total employees includes Gender X
Workplace Profile Table
Manager category Level to CEO Employment status
No. of employees
F M Total*
KMP -2 Full-time permanent
KMP/HOB -1 Full-time permanent
HOB -2 Full-time permanent
Full-time contract
-3 Full-time permanent
Part-time permanent
GM -2 Full-time permanent
Full-time contract
Part-time permanent
-3 Full-time permanent
SM -1 Full-time permanent
-2 Full-time permanent
-3 Full-time permanent
Full-time contract
Part-time permanent
Part-time contract
-4 Full-time permanent
Part-time permanent
Part-time contract
-6 Full-time permanent
OM -2 Full-time permanent
-3 Full-time permanent
-4 Full-time permanent
Full-time contract
Part-time permanent
-5 Full-time permanent
Full-time contract
Part-time permanent
Part-time contract
-6 Full-time permanent
Full-time contract
Part-time permanent
-7 Full-time permanent
532
963
1
3
1
2
0
1
2
24
1
16
1
8
2
1
31
0
1
25
2
0
6
211
202
220
1
4
2
108
1
0
2
64
0
4
0
44
1
1
80
0
0
55
1
1
25
431
101
23167
7
4
272
2
3
189
5
1
83
1
17
4
682
0
2
4
402
1
15
0
280
1
2
446
0
1
250
1
1
196
221012
* Total employees includes Gender X
Industry: *
Workplace Profile Table
Occupational category* Employment status
No. of employees
F M
Managers Full-time permanent
Full-time contract
Part-time permanent
Part-time contract
Professionals Full-time permanent
Part-time permanent
Clerical And AdministrativeWorkers
Full-time permanent
Full-time contract
Part-time permanent
Sales Workers Full-time permanent
Full-time contract
Part-time permanent
Part-time contract
Casual
0
4
7
529
1
22
2
345
0
11
2
28
1
0
2
2
1
15
2,522
2
754
0
335
2,412
6
1,025
1
352
Number of apprentices andgraduates (combined)
F M
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Totalemployees**
1
26
9
874
2
39
3
1
17
4,934
8
1,779
1
687
Industry: Other Store-Based Retailing
* Categorised using ANZSCO major group codes (this means Professionals who are also Managers are categorised asProfessionals)** Total employees includes Gender X
Workplace Profile Table
Manager category Level to CEO Employment status
No. of employees
F M Total*
KMP -2 Full-time permanent
KMP/HOB -1 Full-time permanent
HOB -3 Full-time permanent
GM -2 Full-time permanent
SM -3 Full-time permanent
Part-time permanent
-4 Full-time permanent
Part-time permanent
-6 Full-time permanent
OM -3 Full-time permanent
-4 Full-time permanent
Full-time contract
Part-time permanent
-5 Full-time permanent
Full-time contract
Part-time permanent
Part-time contract
-6 Full-time permanent
Full-time contract
Part-time permanent
-7 Full-time permanent
431
110
101
330
2
41
0
24
2
17
1
21
0
16
1
5
220
1073
7
4
242
2
3
167
5
1
75
1
15
3
363
0
2
3
212
1
13
0
151
1
2
165
0
1
85
1
1
80
21912
* Total employees includes Gender X
Industry: Other Store-Based Retailing
WORKFORCE MANAGEMENT STATISTICS
This outlines the gender split for promotions, internal and external appointments, resignations, parental leave for the 12 month period ending 31 March 2021
Question Contract Ty..Employment..Manager Category Female Male Total*
1. How manyemployeeswerepromoted?
Full-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
Part-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
N/A Casual CEO, KMPs, and HOBs
Managers
Non-managers
2. How manyemployees(includingpartners withanemploymentcontract)wereinternallyappointed?
Full-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
Part-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
N/A Casual CEO, KMPs, and HOBs
Managers
Non-managers
3. How manyemployees(includingpartners withanemploymentcontract)wereexternallyappointed?
Full-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
Part-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
N/A Casual CEO, KMPs, and HOBs
Managers
Non-managers
56
218
0
29
132
0
27
86
0
0
1
0
0
1
0
0
0
0
2
4
0
0
2
0
2
2
0
1
0
0
0
0
0
1
0
0
0
0
0
0
0
0
0
0
0
98
90
0
55
51
0
43
39
0
1
0
0
1
0
0
0
0
0
12
3
0
4
0
0
8
3
0
0
0
0
0
0
0
0
0
0
193
0
0
96
0
0
97
0
0
208
167
0
125
104
0
83
63
0
16
6
0
7
6
0
9
0
0
261
1
0
123
0
0
138
1
0
4
2
0
1
1
0
3
1
0
4,599
0
0
2,737
0
0
1,862
0
0
Workforce Management Statistics Table
Industry: *
* Total employees includes Gender X
Question Contract Ty..Employment..Manager Category Female Male Total*
4. How manyemployees(includingpartners withanemploymentcontract)voluntarilyresigned?
Full-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
Part-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
N/A Casual CEO, KMPs, and HOBs
Managers
Non-managers
5. How manyemployeeshave takenprimarycarer'sparentalleave (paidand/orunpaid)?
Full-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
Part-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
N/A Casual CEO, KMPs, and HOBs
Managers
Non-managers
6. How manyemployeeshave takensecondarycarer'sparentalleave (paidand/orunpaid)?
Full-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
Part-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
N/A Casual CEO, KMPs, and HOBs
Managers
Non-managers
171
145
1
98
96
0
73
49
1
2
5
0
1
1
0
1
4
0
355
4
0
150
1
0
205
3
0
1
0
0
1
0
0
0
0
0
3,363
2
0
1,922
0
0
1,441
2
0
63
73
0
4
1
0
59
72
0
0
0
0
0
0
0
0
0
0
169
14
0
1
0
0
168
14
0
2
0
0
0
0
0
2
0
0
9
0
0
0
0
0
9
0
0
43
76
0
43
75
0
0
1
0
0
0
0
0
0
0
0
0
0
19
0
0
19
0
0
0
0
0
0
0
0
0
0
0
0
0
0
7
0
0
7
0
0
0
0
0
Workforce Management Statistics Table
Industry: *
* Total employees includes Gender X
Question Contract Ty..Employment..Manager Category Female Male Total*
7. How manyemployeesceasedemploymentbeforereturning towork fromparentalleave,regardless ofwhen theleavecommenced?
Full-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
Part-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
2
1
0
1
0
0
1
1
0
0
0
0
0
0
0
0
0
0
2
0
0
0
0
0
2
0
0
0
0
0
0
0
0
0
0
0
Workforce Management Statistics Table
Industry: *
* Total employees includes Gender X
Question Contract Ty..Employment..Manager Category Female Male Total*
1. How manyemployeeswerepromoted?
Full-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
Part-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
N/A Casual CEO, KMPs, and HOBs
Managers
Non-managers
2. How manyemployees(includingpartners withanemploymentcontract)wereinternallyappointed?
Full-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
Part-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
N/A Casual CEO, KMPs, and HOBs
Managers
Non-managers
3. How manyemployees(includingpartners withanemploymentcontract)wereexternallyappointed?
Full-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
Part-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
N/A Casual CEO, KMPs, and HOBs
Managers
Non-managers
17
104
0
9
68
0
8
36
0
0
1
0
0
1
0
0
0
0
0
3
0
0
1
0
0
2
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
26
38
0
7
18
0
19
20
0
0
0
0
0
0
0
0
0
0
5
1
0
2
0
0
3
1
0
0
0
0
0
0
0
0
0
0
182
0
0
87
0
0
95
0
0
67
77
0
35
40
0
32
37
0
1
1
0
0
1
0
1
0
0
137
0
0
66
0
0
71
0
0
1
0
0
0
0
0
1
0
0
3,427
0
0
1,981
0
0
1,446
0
0
Workforce Management Statistics Table
Industry: Other Store-Based Retailing
* Total employees includes Gender X
Question Contract Ty..Employment..Manager Category Female Male Total*
4. How manyemployees(includingpartners withanemploymentcontract)voluntarilyresigned?
Full-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
Part-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
N/A Casual CEO, KMPs, and HOBs
Managers
Non-managers
5. How manyemployeeshave takenprimarycarer'sparentalleave (paidand/orunpaid)?
Full-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
Part-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
N/A Casual CEO, KMPs, and HOBs
Managers
Non-managers
6. How manyemployeeshave takensecondarycarer'sparentalleave (paidand/orunpaid)?
Full-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
Part-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
N/A Casual CEO, KMPs, and HOBs
Managers
Non-managers
84
76
1
43
41
0
41
35
1
0
3
0
0
1
0
0
2
0
247
3
0
102
1
0
145
2
0
1
0
0
1
0
0
0
0
0
2,720
2
0
1,517
0
0
1,203
2
0
25
34
0
1
0
0
24
34
0
0
0
0
0
0
0
0
0
0
72
11
0
0
0
0
72
11
0
2
0
0
0
0
0
2
0
0
2
0
0
0
0
0
2
0
0
12
29
0
12
29
0
0
0
0
0
0
0
0
0
0
0
0
0
12
0
0
12
0
0
0
0
0
0
0
0
0
0
0
0
0
0
2
0
0
2
0
0
0
0
0
Workforce Management Statistics Table
Industry: Other Store-Based Retailing
* Total employees includes Gender X
Question Contract Ty..Employment..Manager Category Female Male Total*
7. How manyemployeesceasedemploymentbeforereturning towork fromparentalleave,regardless ofwhen theleavecommenced?
Full-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
Part-time Permanent CEO, KMPs, and HOBs
Managers
Non-managers
Fixed-TermContract
CEO, KMPs, and HOBs
Managers
Non-managers
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Workforce Management Statistics Table
Industry: Other Store-Based Retailing
* Total employees includes Gender X
QUESTIONNAIRE This is a diversity questionnaire about SRG'scurrent strategies, policies, programs and workforce profile
2020 - 21 Compliance Program
Submitted by:
Rebel Sport Limited (ABN:78003283823)
Super Cheap Auto Pty Ltd(ABN:64085395124)
Super Retail Group Limited(ABN:81108676204)
Super Retail Group Services Pty Ltd(ABN:75093167107)
Macpac Retail Pty. Ltd. (ABN:98129716025)
Srg Leisure Retail Pty Ltd(ABN:51110667411)
Ray'S Outdoors Pty Ltd (ABN:28142927642)
FPC PTY LTD (ABN:68635984628)
#Workplace overview
Policies and strategies
1: Do you have a formal policy and/or formal strategy in place that specifically supports genderequality in the following areas?
…Recruitment Yes( )Select all that apply
…YesPolicy Strategy
…Retention Yes( )Select all that apply
…Yes Strategy
…Performance management processes Yes( )Select all that apply
…Yes Policy Strategy
…Promotions Yes( )Select all that apply
…Yes Strategy
…Talent identification/identification of highpotentials
Yes( )Select all that apply
…Yes Strategy Policy
…Succession planning Yes( )Select all that apply
…YesStrategy Policy
…Training and development Yes( )Select all that apply
…Yes Strategy Policy
…Key performance indicators for managersrelating to gender equality
Yes( )Select all that apply
…Yes Strategy
2: Do you have formal policy and/or formal strategy in place that support gender equality overall?Yes( )Select all that apply
…YesPolicy Strategy
3: If your organisation would like to provide additional information relating to your gender equalitypolicies and strategies, please do so below.
Governing bodies
Rebel Sport Limited
Yes, same as local ultimate parent organisation(The local ultimate parent's governing body
1: Does this organisation have a governingbody?
details must be reported against the localultimate parent. The information is not requiredto be entered again for subsidiary organisationseven if it is reported in a different submission
)group.
11.1: Confirm how the ultimate parent'sgoverning body/ies are being reported: It is reported as part of this submission group.
Super Cheap Auto Pty Ltd
1: Does this organisation have a governingbody?
Yes, same as local ultimate parent organisation(The local ultimate parent's governing bodydetails must be reported against the localultimate parent. The information is not requiredto be entered again for subsidiary organisationseven if it is reported in a different submission
)group.
11.1: Confirm how the ultimate parent'sgoverning body/ies are being reported:
It is reported as part of this submission group.
Super Retail Group Limited
1: Does this organisation have a governingbody?
Yes(Provide further details on the governing)body(ies) and its composition
1.1: What is the name of your governing body? Board of directors
1.2: What type of governing body does thisorganisation have?
Board of directors
1.3: How many members are on the governingbody and who holds the predominant Chairposition?
…Chairs
…Female (F) 1
…Male (M) 0
…Gender X 0
…Members
…Female (F) 2
…Male (M) 4
…Gender X 0
1.4: Do you have a formal selection policyand/or formal selection strategy for thisorganisation's governing body members?
Yes( )Select all that apply
1.5: Has a target been set to increase therepresentation of women on this governingbody?
Yes( )Provide further details on your target
10.6: What is the percentage (%) target? 50.00%
10.7: What year is the target to be reached(select the last day of the target year)?
30-Jun-2025
Super Retail Group Services Pty Ltd
1: Does this organisation have a governingbody?
Yes, same as local ultimate parent organisation(The local ultimate parent's governing bodydetails must be reported against the localultimate parent. The information is not requiredto be entered again for subsidiary organisationseven if it is reported in a different submission
)group.
11.1: Confirm how the ultimate parent'sgoverning body/ies are being reported: It is reported as part of this submission group.
Macpac Retail Pty. Ltd.
1: Does this organisation have a governingbody?
Yes, same as local ultimate parent organisation(The local ultimate parent's governing bodydetails must be reported against the localultimate parent. The information is not requiredto be entered again for subsidiary organisationseven if it is reported in a different submission
)group.
11.1: Confirm how the ultimate parent'sgoverning body/ies are being reported:
It is reported as part of this submission group.
Srg Leisure Retail Pty Ltd
1: Does this organisation have a governingbody?
Yes, same as local ultimate parent organisation(The local ultimate parent's governing bodydetails must be reported against the localultimate parent. The information is not requiredto be entered again for subsidiary organisationseven if it is reported in a different submission
)group.
11.1: Confirm how the ultimate parent'sgoverning body/ies are being reported:
It is reported as part of this submission group.
Ray'S Outdoors Pty Ltd
1: Does this organisation have a governingbody?
Yes, same as local ultimate parent organisation(The local ultimate parent's governing bodydetails must be reported against the localultimate parent. The information is not requiredto be entered again for subsidiary organisationseven if it is reported in a different submission
)group.
11.1: Confirm how the ultimate parent'sgoverning body/ies are being reported:
It is reported as part of this submission group.
FPC PTY LTD
1: Does this organisation have a governingbody?
Yes, same as local ultimate parent organisation(The local ultimate parent's governing bodydetails must be reported against the localultimate parent. The information is not requiredto be entered again for subsidiary organisationseven if it is reported in a different submission
)group.
11.1: Confirm how the ultimate parent'sgoverning body/ies are being reported: It is reported as part of this submission group.
2: If your organisation would like to provide additional information relating to governing bodies andgender equality in your workplace, do so below.
Super Retail Group has a gender equality leadership target of 50:50 by 2025. This definition of leadershipincludes the governing body, executive leadership team and senior leadership team.
#Action on gender equality
Gender pay gaps
1: Do you have a formal policy and/or formal strategy on remuneration generally?Yes( )Select all that apply
…YesPolicy Strategy
1.1: Are specific pay equity objectivesincluded in your formal policy and/or formalstrategy?
Yes( )Select all that apply
…Yes
To achieve gender pay equity To ensure no gender bias occurs at any point inthe remuneration review process (for example atcommencement, at annual salary reviews,out-of-cycle pay reviews, and performancereviews) To be transparent about pay scales and/orsalary bands To ensure managers are held accountable forpay equity outcomes
2: Did your organisation receive JobKeeper payments?Yes
2.1: Please indicate which months in thereporting period your organisation receivedJobKeeper payments:
.. April 2020
Yes
…May 2020 Yes
…June 2020 Yes
…July 2020 Yes
…August 2020 Yes
…September 2020 Yes
3: What was the snapshot date used for your Workplace Profile?29-Mar-2021
4: If your organisation would like to provide additional information relating to gender pay gaps inyour workplace, please do so below.
“Super Retail Group received $1.7 million in JobKeeper payments which the Group electedto refund to the Australian government”
Employer action on pay equity
1: Have you analysed your payroll to determine if there are any remuneration gaps betweenwomen and men (e.g. conducted a gender pay gap analysis)?
Yes(Provide further details on the most recent gender remuneration gap analysis that was)undertaken.
1.1: When was the most recent genderremuneration gap analysis undertaken?
Within the last 1-2 years
1.2: Did you take any actions as a result ofyour gender remuneration gap analysis?
Yes( )Select all that apply
1.2: Did you take any actions as a result of yourgender remuneration gap analysis?
.. Yes
Created a pay equity strategy or action plan Identified cause/s of the gaps Reviewed remuneration decision-makingprocesses Analysed performance pay to ensure there is nogender bias (including unconscious bias) Analysed performance ratings to ensure there isno gender bias (including unconscious bias) Set targets to reduce any organisation-wide gap
Reported pay equity metrics (including genderpay gaps) to the governing body Reported pay equity metrics (including genderpay gaps) to the executive Reported pay equity metrics (including genderpay gaps) to all employees
2: If your organisation would like to provide additional information relating to employer action onpay equity in your workplace, please do so below.
Employee consultation
1: Have you consulted with employees on issues concerning gender equality in your workplace?Yes( )Provide further details on the employee consultation process.
1.1: How did you consult employees?Survey Focus groups Performance discussions
1.2: Who did you consult?
Management Diversity committee or equivalent Women and men who have resigned while onparental leave Other (provide details) Human resources managers Employee representative group(s)
…Other (provide details) Team members leaving the business via exitsurveys.
2: If your organisation would like to provide additional information relating to employeeconsultation on gender equality in your workplace, please do so below.
#Employee work/life balance
Flexible working
1: Do you have a formal policy and/or formal strategy on flexible working arrangements?Yes( )Select all that apply
…YesPolicy Strategy
…A business case for flexibility has beenestablished and endorsed at the leadershiplevel
Yes
…Leaders are visible role models of flexibleworking
Yes
…Flexible working is promoted throughoutthe organisation
Yes
…Targets have been set for engagement inflexible work
No( )Select all that apply
…No Other (provide details)
…Other (provide details)
Due to system limitations, tracking flexible workarrangements is difficult and therefore we havenot set a target. A number of team members areon informal flexible work arrangements andtherefore this is not measurable.
…Targets have been set for men'sengagement in flexible work
No( )Select all that apply
…No Other (provide details)
…Other (provide details)
Due to system limitations, tracking flexible workarrangements is difficult and therefore we havenot set a target. A number of team members areon informal flexible work arrangements andtherefore this is not measurable.
…Leaders are held accountable for improvingworkplace flexibility
No( )Select all that apply
…NoCurrently under development(Select the
)estimated completion date.
…Currently under development 30-Jun-2025
…Other (provide details)
…Manager training on flexible working isprovided throughout the organisation
Yes
…Employee training is provided throughoutthe organisation
Yes
…Team-based training is providedthroughout the organisation
Yes
…Employees are surveyed on whether theyhave sufficient flexibility
Yes
…The organisation's approach to flexibility isintegrated into client conversations
Yes
…The impact of flexibility is evaluated (e.g.reduced absenteeism, increased employeeengagement)
No( )Select all that apply
…No Other (provide details)
…Other (provide details)System limitations do not allow flexibilityreporting
…Metrics on the use of, and/or the impact of,flexibility measures are reported to keymanagement personnel
No( )Select all that apply
…NoCurrently under development(Select the
)estimated completion date.
…Currently under development 30-Jun-2025
…Metrics on the use of, and/or the impact of,flexibility measures are reported to thegoverning body
Yes
2: Do you offer any of the following flexible working options to MANAGERS in your workplace?…Flexible hours of work Yes( )Select one option only
…YesSAME options for women and men(Select all
)that apply
…SAME options for women and menFormal options are available Informal options are available
…Compressed working weeks Yes( )Select one option only
…Yes SAME options for women and men(Select all)that apply
…SAME options for women and men Formal options are available Informal options are available
…Time-in-lieu Yes( )Select one option only
…YesSAME options for women and men(Select all
)that apply
…SAME options for women and menInformal options are available Formal options are available
…Telecommuting (e.g. working from home) Yes( )Select one option only
…Yes SAME options for women and men(Select all)that apply
…SAME options for women and men Formal options are available Informal options are available
…Part-time work Yes( )Select one option only
SAME options for women and men(Select all
…Yes )that apply
…SAME options for women and men Formal options are available
…Job sharing Yes( )Select one option only
…YesSAME options for women and men(Select all
)that apply
…SAME options for women and men Formal options are available
…Carer's leave Yes( )Select one option only
…YesSAME options for women and men(Select all
)that apply
…SAME options for women and men Formal options are available
…Purchased leave Yes( )Select one option only
…YesSAME options for women and men(Select all
)that apply
…SAME options for women and men Formal options are available
…Unpaid leave Yes( )Select one option only
…YesSAME options for women and men(Select all
)that apply
…SAME options for women and men Formal options are available
3: Are your flexible working arrangement options for NON-MANAGERS the same as the optionsfor managers above?
Yes
4: Were managers in your organisation allowed to make INFORMAL flexible workingarrangements with their team members in response to the COVID-19 pandemic?
Yes, SOME managers
5: Did you see an increase, overall, in the approval of FORMAL flexible working arrangements foryour workforce compared to pre-COVID-19?
Yes, for both women and men
6: If your organisation would like to provide additional information relating to flexible working andgender equality in your workplace, please do so below.
#Employee support
Paid parental leave
1: Do you provide employer funded paid parental leave regardless of carer's status (i.e.primary/secondary) in addition to any government funded parental leave scheme?
Yes, we offer employer funded parental leave (without using the primary/secondary carerdefinition)
1.1: Please indicate whether youremployer-funded paid parental leave isavailable to:
All, regardless of gender
1.2: Please indicate whether youremployer-funded paid parental leavecovers:
Birth Adoption Surrogacy Stillbirth
1.3: How do you pay employer funded paidparental leave?
Paying the employee's full salary
1.4: Do you pay superannuationcontribution to your carers while they are onparental leave?
Yes, on employer funded parental leave
1.5: How many weeks (minimum) ofemployer funded paid parental leave isprovided?
2
1.6: What proportion of your total workforcehas access to employer funded paidparental leave, including casuals?
41-50%
2: If your organisation would like to provide additional information relating to paid parental leaveand gender equality in your workplace, please do so below.
In Australia, eligible team members who are the primary carer for their newbornchild(ren),either biological or through surrogacy arrangement or newly adopted child(ren)are entitled to;
Eight weeks’ pay by Super Retail Group upon commencement of parental leave; and
Two weeks’ pay by Super Retail Group upon completion of one month of continuous serviceafter returning to work in a permanent capacity.
Eligible team members who are the secondary carer for their newborn child(ren),eitherbiological or through surrogacy arrangement or newly adopted child(ren) are entitled to 2weeks pay by Super Retail Group upon commencement of parental leave.
Support for carers1: Do you have a formal policy and/or formal strategy to support employees with family or caringresponsibilities?
Yes( )Select all that apply
…YesPolicy Strategy
2: Do you offer any of the following support mechanisms for employees with family or caringresponsibilities?
…Employer subsidised childcareNo(You may specify why the above support
)mechanism is not available to your employees.
…No Not a priority
…On-site childcareNo(You may specify why the above support
)mechanism is not available to your employees.
…No Not a priority
…Breastfeeding facilities Yes(Please indicate the availability of this)support mechanism.
…Yes Available at SOME worksites
…Childcare referral servicesNo(You may specify why the above support
)mechanism is not available to your employees.
…No Not a priority
…Internal support networks for parentsNo(You may specify why the above support
)mechanism is not available to your employees.
…No Not a priority
…Return to work bonus (only select if thisbonus is not the balance of paid parentalleave)
Yes(Please indicate the availability of this)support mechanism.
…Yes Available at SOME worksites
…Information packs for new parents and/orthose with elder care responsibilities
Yes(Please indicate the availability of this)support mechanism.
…Yes Available at ALL worksites
…Referral services to support employeeswith family and/or caring responsibilities
Yes(Please indicate the availability of this)support mechanism.
…Yes Available at ALL worksites
…Targeted communication mechanisms(e.g. intranet/forums)
Yes(Please indicate the availability of this)support mechanism.
…Yes Available at ALL worksites
…Support in securing school holiday careNo(You may specify why the above support
)mechanism is not available to your employees.
…No Not a priority
…Coaching for employees on returning towork from parental leave
Yes(Please indicate the availability of this)support mechanism.
…Yes Available at SOME worksites
No(You may specify why the above support
…Parenting workshops targeting mothers )mechanism is not available to your employees.
…No Not a priority
…Parenting workshops targeting fathersNo(You may specify why the above support
)mechanism is not available to your employees.
…No Not a priority
…Other (provide details) No
3: If your organisation would like to provide additional information relating to support for carers inyour workplace, please do so below.
Sex-based harassment and discrimination
1: Do you have a formal policy and/or formal strategy on sex-based harassment and discriminationprevention?
Yes( )Select all that apply
…Yes Policy
1.1: Do you provide a grievance process inany sex-based harasssment anddiscrimination prevention formal policyand/or formal strategy?
Yes
2: Do you provide training on sex-based harassment and discrimination prevention to the followinggroups?
…All managers Yes(Please indicate how often is this training)provided (select all that apply):
…Yes At induction At least annually
…All employees Yes(Please indicate how often is this training)provided (select all that apply):
…Yes At induction At least annually
3: If your organisation would like to provide additional information relating to sex-basedharassment and discrimination, please do so below.
Training is also provided on an Ad hoc basis in response to specific cases or identified themes throughout theyear.
The Company is undergoing a review of the Code of Conduct and other relevant policies, as well as reportingand training, in response to the Respect@Work national inquiry report and recommendations.
Family or domestic violence
1: Do you have a formal policy and/or formal strategy to support employees who are experiencingfamily or domestic violence?
Yes( )Select all that apply
…Yes Policy
2: Other than a formal policy and/or formal strategy, do you have the following supportmechanisms in place to support employees who are experiencing family or domestic violence?
…Employee assistance program (includingaccess to psychologist, chaplain orcounsellor)
Yes
…Training of key personnel Yes
…A domestic violence clause is in anenterprise agreement or workplaceagreement
Yes
…Workplace safety planning No( )Select all that apply
…No Other (provide details)
…Other (provide details)The Company will look to expand on currentresources and strategy in the future. Currentlymanaged on a case by case basis.
…Access to paid domestic violence leave(contained in an enterprise/workplaceagreement)
No( )Select all that apply
…No Other (provide details)
…Other (provide details)The Company makes personal/carer’s leaveavailable, this is not a leave type specific to apaid domestic violence leave benefit.
…Access to unpaid domestic violence leave(contained in an enterprise/workplaceagreement)
Yes
…Access to paid domestic violence leave(not contained in an enterprise/workplaceagreement)
No( )Select all that apply
…No Other (provide details)
…Other (provide details)The Company makes personal/carer’s leaveavailable, this is not a leave type specific to apaid domestic violence leave benefit.
…Access to unpaid leave Yes
…Confidentiality of matters disclosed Yes
…Referral of employees to appropriatedomestic violence support services forexpert advice
Yes
…Protection from any adverse action ordiscrimination based on the disclosure ofdomestic violence
Yes
…Flexible working arrangements Yes
…Provision of financial support (e.g.advance bonus payment or advanced pay)
Yes
…Offer change of office location Yes
…Emergency accommodation assistance No( )Select all that apply
…No Other (provide details)
The needs of team members are assessed on a
…Other (provide details) case by case basis, in some cases there maybe funding via other internal benefits to providesupport such as emergency accommodation.
…Access to medical services (e.g. doctor ornurse) No( )Select all that apply
…No Other (provide details)
…Other (provide details)
The needs of team members are assessed on acase by case basis, in some cases support maybe provided to find appropriate medicalservices.
…Other (provide details) No( )Select all that apply
3: If your organisation would like to provide additional information relating to family and domesticviolence affecting your workplace, please do so below.