Icon Group WGEA Gender Pay Gap Employer Statement 2024

GENDER PAY GAP EMPLOYER STATEMENT 2024

About the statement

The Workplace Gender Equality Agency (WGEA) is an Australian Government statutory agency focusing on workplace gender equality and administering the Workplace Gender Equality Act 2012 (Act) to:

• Promote and improve workplace gender equality, including equal remuneration

• Promote consultation between employers and employees about workplace gender equality

• Recognise women’s disadvantage in the workplace and help employers remove barriers

• Encourage employers to end gender discrimination and

• Boost Australian business productivity and competitiveness by advancing workplace gender equality.

While some progress has been made in Australia (and countries around the world) towards these goals, there is still a gender gap predominantly with earnings, career advancements and retirement/superannuation savings.

Our commitment

Icon Group was founded on the belief that together, our individual businesses can do more to provide a truly integrated approach to cancer care and help address the global cancer burden.

We do this across our cancer centres, compounding, research, and pharmacy management services.

Our mission is to deliver the best care possible, to as many people as possible, as close to home as possible.

Prioritising safe, inclusive workplaces and centres of care, where our people, patients and customers feel valued, connected and empowered, is essential for us to meet this commitment.

Icon welcomes WGEA’s legislative reforms requiring more visibility on how businesses are progressing gender equality through public reporting. This coincides with our first standalone ESG (environment, social, governance) program, detailing our commitments to deliver the best care possible for patients, people and planet. While we’re at the beginning of our journey, we’ve set ambitious goals to strive for.

We take seriously our responsibility to our people, and our contribution to a more equitable world, through being an equal opportunity, inclusive employer and achieving gender equality by ensuring our employees access the same rewards, resources and opportunities irrespective of gender.

Gender pay gap reporting is a foundation for change – highlighting areas for focus, informing action and enabling accountability. Each year we are making improvements. Through 2023, we took steps to ensure that gender pay gap equity is prioritised across our people focused initiatives gathering the insights and data we need to continue to build and improve through 2024 and beyond.

We look forward to sharing our progress.

Mark Middleton OAM

Icon Group Chief Executive Officer

I confirm the gender pay gap data contained within this report is accurate.

Our team

3,000

This report applies to the employment of our Australian team, incorporating 3,000 people providing care across Icon’s cancer centres, pharmacy, compounding, and research divisions. It also includes our teams providing support through our head office services across Queensland, New South Wales, the Australian Capital Territory (ACT), Victoria, Tasmania, South Australia, and Western Australia.

As an integrated healthcare provider, Icon employs people from a broad range of industries including healthcare professionals (e.g. nurses, radiation therapists, pharmacists, researchers, quality management roles,

pharmacy technicians, production technicians and clinical assistants), and support functions (e.g. administrators, business professionals and specialist medical roles).

It's important to note that the majority (84%) of our employees are remunerated through an award or enterprise agreement. These set the rates of pay based on role and experience over time, not on gender. For the remaining salaried employees engaged through a contract, remuneration is based on the role, industry remuneration benchmarks, qualifications, and experience, not on gender.

84%

people providing care across cancer centres, pharmacy, compounding and research of employees remunerated through an award or enterprise agreement

Women comprise 72% of Icon’s total workforce and 67% of management roles.”

Manager, Non-Manager Appointments

Appointments to manager roles (incl promotions)

Appointments to non-manager roles (incl promotions)

Working Arrangements

Our pay gap

Applying the WGEA calculation, Icon has recorded pay gaps in average total remuneration (19.1%) and median (9.8%) in favour of men, noting some improvement from previous years in these specific metrics.

Gender pay gap

All

Mean and median explained

The average total remuneration reflects the sum of total employee remuneration divided by the total number of employees. While this captures the overall picture it can be sensitive to outliers. The median pay gap represents the value of the mid-point of a population. Half of the employees have pay gaps below the median, and the other half have pay gaps above it.

The significant difference between Icon’s average and the median results can be attributed to:

• A small number of employees with earnings at the top of our organisation contributing to a larger average gap

• Uneven distribution of pay gaps around the median. There are more employees with pay gaps closer to the median and fewer with very large or very small pay gaps.

These calculations are also influenced by rates of leave without pay (LWOP) and overtime.

When calculated on our employees’ base hourly rates, the gender pay gap is significantly reduced to 4% in favour of men.

Irrespective of which calculation is applied, each data set shows a pay gap in favour of men and requires continued action.

Action and accountability

Icon is committed to achieving gender pay equity.

Our goal is to continue to foster an inclusive workplace culture where every employer is equally valued.”

As part of our five-year global strategy and ESG program we are committed to:

• Implementing our Job Family Architecture (JFA) to support fairness in remunerating employees across all levels of our workforce

• Continuing our focus on evolving Icon’s Diversity and Inclusion programs, including the role of our Employee Led Inclusion Groups (ELIGs)

• Offering career development opportunities, supported by programs that facilitate professional and career growth for our people.

Addressing the gender pay gap is a priority for Icon.

Through recognising and addressing disparities and implementing tailored strategies as needed, our goal is to continue to foster an inclusive workplace culture where every employee is equally valued for their contributions.