Canon is a world-leading imaging brand that actively inspires and enables people to achieve more than they ever thought they could through products, services and solutions for business and consumers. At Canon, our global philosophy is Kyosei. Kyosei envisions the achievement of a sustainable society in which all people regardless of race, religion, gender or culture, live harmoniously and work together into the future. Through our corporate activities based on Kyosei, both globally and locally, Canon strives to resolve imbalances in the world. We believe that each step we take in trying to work for the common good – as individuals and as an organisation – does make a real difference.
Starting in 2024 in Australia, The Workplace Gender Equality Agency (WGEA) publishes the gender pay gap for employers with a workforce of 100 or more employees.
The material published by WGEA in respect of Canon Business Services Australia includes our median (midpoint) pay gaps for base salary and total remuneration as well as gender composition by pay quartiles and associated average total remuneration. Also included in 2025 will be the average (mean) pay gap for total remuneration and average (mean) pay gap for base salary.
The median pay gap is the difference between the pay for men and women across a group, expressed as a percentage of men's pay. This is calculated by using the median, which is the midpoint of salaries for men and women. A positive number indicates men earn more than women; a negative number will mean the reverse. The pay gap is reported in respect of both base salary and total remuneration.
We organise four evenly sized groups, called quartiles, based on ranking all included employees from highest to lowest by rate of pay, regardless of gender. We then look to see how many men and women are represented in each group. For example, seeing a higher percentage of men in the highest quartiles and a high number of women in the lower quartiles would indicate that men are paid more highly than women.
The mean pay gap is the difference between the pay for men and women across a group, expressed as a percentage of men's pay. This is calculated by using the mean, which is the total amount of all included salaries and then divided by the number of people. 2025 is the first year this metric has been reported.
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. This is equal pay and has been a legal requirement since 1969.
The gender pay gap is a useful proxy for measuring and tracking gender equality across a nation, industry or within an organisation. Closing the gender pay gap is important for Australia’s economic future and reflects our aspiration to be an equal and fair society for all.
| Gender Pay Gap - All Employees 2023-2024 |
Industry Benchmark* 2023-2024 |
|
|---|---|---|
| Average (mean) Total Remuneration (new) | 31.7% | 16.2% |
| Median Total Remuneration | 3.9% | 16.5% |
| Average (mean) Base Salary (new) | 27.3% | 17.0% |
| Median Base Salary | 2.3% | 16.7% |
*Administrative and Support Services. This industry benchmark data is taken from Canon Business Services Australia’s report compiled in November 2024.
Across the Lower and Lower Middle quartiles, we see a fairly balanced men to women ratio. The Upper Middle and Upper quartile is predominantly made up of our IT professionals, a demographic that at an industry level is heavily male dominated. This impacts the median gender pay gap as these positions often attract a higher level of earnings, reflecting market rates. This means that despite the gender balance for pay at the lower levels, our male-heavy tech roles mean we cannot show gender balance in the top quartile. This also affects our overall result.
Canon Business Services Australia is a dynamic and complex business with many components. As a result, our employees sit across some very different industry categories. For the purposes of this reporting, we are only compared to one industry (Administrative and Support Services), which does not reflect IT professionals. Note: For Computer system design and related services industry – the Median Total remuneration gap is 14.3%.
Canon continues to provide programs and information to help create an awareness and promote gender balance in the workplace. We have a range of initiatives aimed at this:
• Diversity and inclusion are core components in our leadership programs for employees across our organisation.
• Attracting, developing and retaining women is important to us, especially in areas where they are underrepresented.
• Ongoing, we regularly report about our hiring gender split.
• We annually conduct our Women in Leadership program which includes development and networking opportunities for participants.
• Our talent and succession process reviews our workforce planning from a gender perspective.
Any gender pay gap tells us that there is still work to do, so we will continue to focus our attention on our Diversity and Inclusion initiatives in our commitment to close the gap.
