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.
From 2024 in Australia, The Workplace Gender Equality Agency will publish the gender pay gap for employers with a workforce of 100 or more employees. The change is the result of amendments to the Workplace Gender Equality Act 2012 passed by Federal Parliament in March 2023.
In this report, we are sharing the median (midpoint) pay gaps for base salary and total remuneration as well as gender composition by pay quartiles and associated average total remuneration.
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.
It is important to remember that gender pay reporting is different to equal pay.
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.
| Canon Business Services Australia Gender pay gap - all Employees 2022-2023 |
Industry Benchmark* 2022-2023 |
|
|---|---|---|
| Median Total Remuneration | 7.4% | 3.9% |
| Median Base Salary | 7.4% | 2.2% |
*Administrative and Support Services
Across the Lower, Lower Middle and Upper Middle quartiles we see a fairly balanced men to women ratio. The top 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 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 14.7%.
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
• We have commenced reporting on a regular basis about our hiring gender split
• We have updated a number of policies for clarity to ensure equity
• 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.
