February 2026
At Russell Kennedy, we strive to create a workplace where everyone feels they belong, and are valued, supported and empowered to succeed. Central to this is our unwavering commitment to gender equality and inclusion.
Our Gender Equality and Diversity, Equity and Inclusion (DEI) strategies guide us in reviewing workplace policies and practices through both a gender equity lens and a broader intersectional perspective.
Transparency and Accountability
As part of our commitment to openness, we share the findings from the Workplace Gender Equality Agency (WGEA):
- WGEA 2024–25 Average total remuneration gap: 10.4%
(WGEA comparison group average: 14.8%)
- WGEA 2024–25 Median total remuneration gap: 12.2%
(WGEA comparison group median: 10.4%)
These results reflect our sustained focus on gender pay equity. Our average gap is below the industry benchmark, and our median gap indicates scope for further improvement to which we remain committed.
Acknowledging All Gender Identities
We remain committed to inclusive practices for all gender identities. At present, due to the small representation within our workforce, data relating to non-binary people is not reflected in our Gender Pay Gap reporting.
Beyond Pay Equity
Gender equality goes beyond pay equity - it means removing barriers, enabling career progression and fostering a culture of inclusion and belonging. Our initiatives include:
- Ongoing reviews of remuneration and promotion processes
- Leadership programs and development opportunities
- Active engagement with external frameworks, such as the WGEA Employer of Choice citation.
Learn More
For more information about our Gender Pay Gap results or our Gender Equality and DEI strategies, please contact:
Paul Gleeson, Managing Director
Leanda Nissen, Director – People & Culture