2025-06-11-Jefferies-食品和饮料行业的人力资本领导者_关注性别薪酬平等_22页_1mb

Summary of Human Capital Leaders in Food & Bev with a Focus on Gender Pay Equality

Core Content

The document analyzes the state of gender pay equality and human capital management in Australia's Food & Beverage sectors, specifically in manufacturing and retail. It emphasizes the importance of these issues from an ESG (Environmental, Social, and Governance) perspective, highlighting the financial materiality of human capital strategies and their impact on corporate culture, employee engagement, and brand reputation.

Main Points

• Gender Pay Gap (GPG) Overview:

  • The gender pay gap in Australia's food retailing sector is 2%, well below the national average of 21%.
  • In food manufacturing and franchising, the GPG is 11%, indicating more significant disparities.

• Public Scrutiny and Accountability:

  • The WGEA gender pay gap report is a key tool for public scrutiny and is updated annually.
  • Companies in the financial sector are urged to improve gender equality strategies and reduce pay gaps.

• Leaders and Laggards:

  • Leaders:
    • Metcash (MTS): Maintains a salary pay gap in favor of women, with 43% female board representation, which is expected to stay above 40%. Offers flexible work arrangements and has strong CEO approval.
    • Endeavour Group (EDV): Has aligned pay equality with high employee engagement. Female management appointments have outpaced male appointments over the past two years.
    • Coles (COL): Strong culture of diversity and inclusiveness, with a 44% female board representation. Has a transparent performance assessment process and a comprehensive action plan to address pay gaps.
  • Laggards:
    • Several companies have significant gaps in their GPG efforts and are not meeting expected standards in policy, action, or outcomes.
    • Companies like BGA, A2M, and ELD show minimal progress and are flagged for insufficient actions.

Key Information

• Overall Efforts (2024):

  • MTS: 69%
  • EDV: 68%
  • COL: 66%
  • TRS: 61%
  • TWE: 61%
  • CKF: 60%
  • GNC: 56%
  • WOW: 55%
  • ING: 51%
  • DMP: 50%
  • ELD: 50%
  • Sector (Avg): 56%

• Median Base Salary GPG (2024):

  • ELD: 23%
  • A2M: 20%
  • BGA: 11%
  • WOW: 6%
  • GNC: 5%
  • COL: 5%
  • TWE: 4%
  • ING: 1%
  • TRS: 1%
  • EDV: 0%
  • DMP: 0%
  • Sector (Avg): 6%

• Female Representation in Leadership:

  • Only COL and WOW have female CEOs.
  • COL, MTS, and WOW have 50%+ female representation in executive roles.
  • MTS and COL have 43% and 44% female board representation respectively, with targets to maintain above 40%.

• Employee Engagement and Retention:

  • Companies with strong diversity and inclusion initiatives show improved employee engagement.
  • COL has the best Glassdoor rating, with a 3.50 current rating and a 3.62 time-weighted average.
  • WOW and COL have the highest long-term retention rates.

• Flexible Work Arrangements:

  • COL, MTS, and WOW offer more than 10% of management roles as part-time, providing greater flexibility.
  • Other companies have lower percentages, indicating a need for improvement.

• Gender Pay Gap Policy and Actions:

  • GNC and TWE have complete objectives to eliminate gender bias in remuneration processes.
  • COL, EDV, MTS, and WOW have comprehensive action plans and policies in place.
  • Most companies have conducted pay gap analyses and set targets, but only 43% report pay to the board and C-suite.

Conclusion

The Food & Beverage sector in Australia shows varying levels of commitment to gender pay equality and human capital management. While MTS, EDV, and COL are leading in their efforts with strong policies, transparent processes, and employee engagement, many companies still lag behind. The report underscores the need for all companies to enhance their GPG strategies, ensure accountability at all levels, and improve the transparency and inclusivity of their workforce practices to align with ESG standards and attract top talent.