Employer Statement: Gender Pay Gap

Our goal is to make sure that diversity, inclusion, and belonging are central to all our activities. We want to hire, train, keep, and advance a diverse group of employees who bring different perspectives and experiences to our team.

IMAGE: the symbols for male and female are balancing atop a balancing beam

Yooralla is dedicated to supporting individuals with disability to live the life they choose.  We offer a diverse range of tailored, flexible and quality services for people with disability of all ages and needs. 

From daily assistance to employment opportunities and various accommodation options, we strive to meet the unique requirements of each individual. As a registered NDIS provider, we serve approximately 2,700 clients through our workforce of around 2,100 employees.

Our focus on human rights and our commitment to equality are fundamental to who we are. Our values sit at the core of everything we do, and we work hard to embed them in our daily practice. They play a central role in the recruitment and development of our employees, so that we have a workforce that is both skilled and cares deeply for our clients and each other.

Currently, we are developing a Diversity Inclusion and Belonging Strategy, with an aim to ensure that we put diversity, inclusion and belonging at the heart of everything we do. We will employ, develop, retain and promote a diverse workforce enriched by intersectional experiences.

Our gender pay gap

Yooralla’s total workforce is 69% women and 31% men.

Please note: the small number of people who have been recorded as non-binary in the source data have been excluded from this analysis, as analysis of this small and potentially incomplete data set would be insufficient to produce reliable results.

Yooralla’s Gender Pay Gap overtime

Yooralla’s gender pay gap has generally been decreasing for the last 3 years, and we currently have a median total remuneration figure of 1.3% and median base salary of 1.4%.

The gender pay gap is always calculated in the following way:

Gender Pay Gap = (Average men remuneration - average women remuneration)/ Average men remuneration) x 100.

Yooralla’s workforce composition by gender overtime

Yooralla’s overall workforce composition in 2022-2023 was 69% female and 31% male, and the percentage of female managers was higher than the organisational average. However, the senior Key Management Personnel roles did not reflect the organisation’s workforce gender composition, being a little lower. This would be a factor in the median total remuneration figure of 1.3%. Another contributing factor would be that when you divide the total remuneration full-time equivalent pay of all employees into four equal quartiles, the upper quartile has 65% women and 35% men, so this also does not reflect the overall workforce composition.

Our Chair and Board members are 78% female and 22% male.


In order to support gender diversity, Yooralla already offers a range of flexible working arrangement to employees, such as:  flexible hours of work, job sharing, part-time work, purchased leave, working from home, time in lieu and unpaid leave.

We also promote gender diversity by offering employer funded paid parental leave, carers leave, and have a formal policy on the prevention and response to sexual harassment, harassment on the grounds of sex and discrimination. We also train all of our employees on these principles. As well as having paid family and domestic violence leave, we assist our employees by having a formal policy to support employees who are experiencing family or domestic violence. In addition, we have Family and Domestic Violence clauses within all our Enterprise Bargaining Agreements, as well as Family and Domestic Violence Contact Officers.

What are the next steps?

Yooralla has undertaken a remuneration analysis to understand the gender pay gap. Using the insights from the analysis, we will unpack the full range of drivers that create the small median gender pay gap, including doing a like-for-like role comparison.

We will amplify our existing strengths by:

  • finalising our Diversity Inclusion and Belonging Strategy, including setting a target to further reduce our median gender pay gap,
  • increasing proportional representation of women in leadership by reducing the disparity between the Key Management Personnel workforce composition and Yooralla’s overall workforce composition, and
  • reduce the difference between the upper quartile workforce composition and Yooralla’s overall workforce composition.

Through continued analysis and strategic planning, we are committed to fostering an inclusive and equitable environment where all individuals, regardless of gender or background, can flourish.

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