Diversity at Capricorn
Diversity at Capricorn is founded on inclusion, fairness, and equity, ensuring equal opportunities and outcomes for everyone, while respecting and valuing the unique experiences of our team members. We uphold this commitment through various initiatives, such as our flexible working policies, inclusive talent searches, and continuous effort to enhance leadership capabilities. By promoting an environment where every voice is heard and valued, and every team member can thrive, we strive to create a workplace that reflects the rich diversity of our community and drives our collective success.
The gender pay gap at Capricorn
The average Gender Pay Gap (GPG) at Capricorn is below the Comparison Group GPG of 22.3%. The FY23/24 average of 20.7% is a decrease in result from FY22/23’s 21% and FY21/22’s 27%. This can be attributed to our general increase in female employees, both in Key Management Personnel and Manager roles, increasing from 60% to 67% and 35% to 46% respectively,
The results from our Gender Pay Gap report are organisation-wide, reflecting the difference in full-time equivalent remuneration between men and women at Capricorn. Based on the data, the main driver, and key underlying factors of Capricorn’s GPG is due to a comparatively lower representation of women in senior leadership roles, with these roles accounting for the higher average salary.
How Capricorn is closing the Gender Pay Gap (GPG)
To reduce the GPG Capricorn has implemented various programs and initiatives which endeavour to increase the representation of women in specific organisational areas where they are underrepresented, as well as the representation of women in leadership roles. These initiatives include:
- Inclusive recruitment
At Capricorn, our inclusive recruitment practices are designed to ensure fairness, transparency, and diversity in our hiring processes. By promoting a fair and unbiased selection process, we ensure that women have equal opportunities to be considered for all positions, including senior leadership roles. This approach helps address the gender imbalance and supports the advancement of women into leadership positions. - National Association of Women in Operations (NAWO) Mentorship program
The NAWO mentorship program is an external program Capricorn engages with annually. The program offers a structured environment where mentees can learn from industry leaders, gain new perspectives, and receive advice tailored to their specific career goals. This initiative is aimed at fostering gender diversity and supporting the professional growth of women into leadership roles within Capricorn. - Flexible working
At Capricorn, we offer flexible working arrangements designed to support our employee’s diverse needs and promote a healthy work-life balance. Our Flexible Working Policy allows employees to work from home on a hybrid schedule, consider alternate working hours, and purchase additional annual leave. Our commitment to flexibility helps ensure that women have the opportunity to pursue and excel in higher-level positions without compromising their personal responsibilities. - Parenting arrangements
The Capricorn parental leave scheme is designed to support our employees through providing 12 weeks of paid parental leave for the primary caregiver, and 2 weeks for secondary caregivers. By providing paid parental leave we enable women to balance their career aspirations with family responsibilities, reducing any interruptions to their career that could hinder progression.
All of these programs and initiatives reflect Capricorn’s commitment to fostering an equitable workplace where all employees, regardless of gender, can thrive and achieve their full potential.
