Statement for reporting period 1 April 2023 – 31 March 2024
Our approach to gender equality
At Mantel Group, our actions and decisions are guided by our principles. We believe it’s our responsibility to ‘make things better’ and positively impact our people, clients and wider industry in everything we do.
Addressing the gender imbalance in technology careers is a priority for us. This commitment is integrated into our broader diversity and inclusion strategy. We focus on tangible actions: creating clear pathways for women to enter and thrive in the tech industry, attracting and nurturing experienced talent to bolster female representation in leadership, and cultivating a supportive, inclusive environment where everyone feels safe and empowered to thrive. We’re on a continuous journey to make things better, working towards a more equitable and inclusive tech landscape for all.
Like many businesses in our industry, Mantel Group’s gender pay gap is shaped by factors including overall lower female representation in our workforce, fewer women in senior leadership, tech and sales roles, and a higher proportion in entry-level positions. While these challenges remain, we are pleased to report a decrease in our gender pay gap for the 2023-2024 period.
Our gender pay gap and business context
We keep pay fair and simple, and review salaries quarterly for gender equity against the market. Each team member is remunerated fairly and equally for the role they contribute, which means we pay men and women in comparable roles equally. In addition, we do not negotiate salaries to ensure that people who are more experienced salary negotiators do not benefit at the expense of those who are not. We do not pay financial incentives (including bonuses or commissions) for any roles including sales and leadership positions. Our model is designed to prevent gender from having any impact on salary decisions.
Drivers of our gender pay gap
- Natural attrition of senior roles. Greater balance in salary distribution at senior levels has been driven by other market factors including reduced hiring and natural attrition of senior roles which have historically been male-dominated.
- Lower representation of women in our industry is reflected in the composition of our workforce. As a technology consulting business, we are not unique in facing this challenge. While we’ve made promising progress through initiatives like our female-focused traineeship, market conditions prompted us to pause trainee placements in the 2023-24 reporting period. This has impacted the overall representation of women in our business.
- Fewer women in senior leadership, technology and sales positions. We remain focused on creating, attracting and retaining female leadership talent. Through succession planning and career development initiatives, ⅓ of all internal appointments and promotions into senior leadership roles were awarded to females for the reporting period. Increased talent pooling of experienced female leaders, however, is required to support further external appointments into senior roles moving forward.
Mantel Group’s diversity and inclusion plan:
Our diversity and inclusion plan outlines initiatives to attract, nurture and retain gender diverse talent.
Attract
- Inclusive recruitment processes, measured by positive recruitment NPS scores.
- Community engagement initiatives.
- EVP marketing showcasing our parental leave, career support and flexible work.
- Active talent pooling of women in tech leadership, sales and engineering roles.
Nurture
- Explore traineeship and early-career pathways for women & gender minorities.
- ‘Women in Leadership’ series to spotlight experiences and challenges.
- Active succession planning for senior technology and leadership positions.
- Crafting accessible career pathways for all team members.
Retain
- Anti-sexual harassment and bystander intervention training.
- Unconscious bias training for leaders.
- 12 weeks paid parental leave (regardless of gender) + 5 weeks paid health leave for birth-giving parents.
- Superannuation continuation during parental leave.
- Paid leave for miscarriage, stillbirth, IVF, adoption and fostering.
- Active support for return-to-work parents.
- Additional personal leave for caretaking responsibilities.
- Personalised support & flexible work arrangements.
- Quarterly Gender Pay Gap review & no-negotiation salary approach.
- Domestic and Family violence support.
