CASA recognises the value that an inclusive culture brings to an organisation. We care about enhancing the diversity of our workforce and actively employ people from various cultural backgrounds, genders, ages and skill sets, to ensure our workforce reflects the diversity of society.
To help achieve this goal, through a range of initiatives, we actively support:
- staff of all genders and backgrounds
- Aboriginal and Torres Strait Islander employees
- staff with disability
- the LGBTQIA+ community.
CASA's people bring a range of skills and perspectives to the workplace and it is important that everyone feels safe and supported to bring their true authentic self to work each day.
Supporting the achievement of workplace gender equality is the Gender Equality Indicator 'Gender Pay Gap'. This metric demonstrates the difference between the average and median pay of men and women across organisations, industries and the workforce.
CASA's organisation-wide GPG for average total remuneration during the 2025 calendar year was 22.3%. This is the same as the GPG reported for the 2024 reporting year and a decrease from 25.1% in the 2023 reporting year. The aviation industry comparison is between 35% to 40%.
It is important to reiterate CASA does not pay people differently based on gender. Our data indicates that, in the 2025 reporting period, there was a higher concentration of men in the upper remuneration quartile and women in the lower remuneration quartile. In addition, CASA employs a greater number of males in key management roles and females in non-management roles. Both these factors are contributing to a positive gender pay gap where men are paid, on average, more than women.
CASA strives to achieve equal opportunities and outcomes for our women and men, and this is evidenced by CASA obtaining our Workplace Gender Equality Agency ('WGEA') Compliance Certificate. Our commitment to achieving pay parity will also be dependent on changing the gender balance in an industry where there is a small representation of women.
As a component of the annual mandatory reporting, WGEA sought three (3) gender equity targets that CASA must show improvement and progress over the next 3 years and report during our 2029 WGEA submission. The CASA Board approved the following 3 gender equity targets that align with work that is currently progressing as part of the People and Culture Strategy and CASA's Census action plan:
- Increased representation of managers (increase female participation).
- Undertake gender pay gap analysis (identified numeric based target).
- Mechanism for reporting to employer's CEO, key management personnel, and the governing body on sexual harassment.
Through a range of strategies, including our strategic workforce plan, our People and Culture Strategy, and our Stretch Reconciliation Action Plan (RAP), CASA is exploring options and opportunities to attract and retain staff in each of the diversity cohorts. CASA will continue to strengthen and build on our efforts to date, to ensure we are delivering on, and are recognised for, gender equality, diversity and inclusion within our organisation and working with industry.