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WGEA employer statement

Nearmap Australia Pty Ltd

Introduction
At Nearmap, we celebrate the diversity of our employees, valuing uniqueness at every level throughout the organisation. Our commitment extends to embracing differences in gender, marital and family status, sexual orientation, age, disabilities, ethnicity, religious beliefs, cultural background, perspective, and experience. We aim to build an environment where all our people thrive and are supported in achieving their career aspirations.
Gender pay gap results for the year ended 30 June 2023
The gender pay gap is the difference in average earnings between women and men in the workforce. It is not to be confused with women and men being paid the same for the same, or comparable, job – that is equal pay. The gender pay gap at Nearmap is due to higher representation of male versus female in senior roles.
In FY23-24, Nearmap’s gender pay gap increased 3.7% but remains below the industry and national average. The increase of our gender pay gap is driven by the inclusion of the CEO salary as well as a rise in the number of male executives. Pleasingly, we have seen an increase in the representation of women in our people leaders, from 34% in FY22-23 to 35% in FY23-24.
Remuneration at Nearmap
At Nearmap, our remuneration principles are guided by role responsibilities, ensuring fairness and equity. We conduct annual reviews to maintain market competitiveness and attract and retain talent in the geographies we operate. Our approach includes:
  • categorising jobs with similar levels of contribution consistently.
  • providing market and peer remuneration data to managers during pay reviews and recruitment processes.
  • analysing gender pay, if any, before pay reviews and bringing it to managers’ attention.
  • addressing gender pay differences during the annual pay review.
  • evaluating gender pay, if any, after the pay review.
Our ongoing efforts ensure that, apart from role-based differentials influenced by demand/supply and market data, there is no statistically significant gender pay gap.
Looking ahead   
We are committed to ensuring our recruitment and selection practices at all levels are appropriately structured so that a diverse range of candidates are considered, guarding against any conscious or unconscious biases that might discriminate against certain candidates. Further, we are committed to designing and implementing programs that will assist in developing a more diverse pool of candidates, including the offer of family friendly policies and benefits to attract and retain female employees.
Initiatives Action
Family friendly policies We review our policies annually. In 2023/2024, to support men and women at Nearmap we continued to offer the following:
• A quarterly ‘YOU’ day for all Nearmap employees to take time out for themselves.
• Paid parental leave of 16 weeks for primary carers.
• Voluntarily contribute superannuation for company and government paid parental leaves, ensuring parents, especially mothers, can continue to grow their superannuation while on parental leave.
• Miscarriage leave of 10 days for those who experience miscarriage, abortion or fall through of adoption.
• As much support as is required for employees exposed to family or domestic violence, including resources such as the Employee Assistance Program (EAP).
Flexible work arrangements We continue to offer flexible and remote work arrangements, unless the arrangement is not appropriate for the specific role.
Talent Acquisition We continuously review our recruitment processes to ensure we’re hiring in a way that’s structured, skills-first and inclusive of all backgrounds and experience, to ultimately minimise unintended biases. During 2024, to conduct skills-based interviews and assessments, we built out interview plans and partnered with hiring managers and interviewers to help clearly define the capabilities and skillsets required for each role.
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