Canon Group
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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 Australia Gender pay gap - all Employees 2022-2023 |
Industry Benchmark* 2022-2023 |
|
|---|---|---|
| Median Total Remuneration | 4.2% | 28.2% |
| Median Base Salary | 0.9% | 22.5% |
*Wholesale Trade > Other Machinery and Equipment Wholesaling
Many roles within our industry have traditionally been male dominated. Across the board, we have a lower proportion of women working for Canon Australia. This means that although we don’t see imbalances across the quartiles, within each quartile, women are consistently employed at a lower rate than men.
We recognise that there is a more significant imbalance of women at the executive level and we continue to focus on initiatives that can help to close this gap, including the recent introduction of our women in leadership programs to support our talent pipeline.
Canon is performing significantly better than industry, but we will continue to focus on this.
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.
