Promoting gender equity

To encourage greater numbers of women in Woolworths Group’s management, by 2020 we aim to have at least 40% of our executive and senior manager positions held by women.



At least 40 per cent of executive and senior manager positions to be held by women.



No salary wage gap between male and female employees of equivalent positions on a per-hour rate at all levels of the company, with a step change improvement in closing any gaps by the end of FY17.

Women in leadership

Woolworths Group

We are increasing female representation across our whole business, especially in management. This will improve our gender equality, provide aspirational role models, and increase attraction and retention of high performing women. It also helps our team step closer to reflecting our customer base and the Australian community. Currently, women represent 55% of our total workforce, with 39% at manager level and 29% at senior leadership and executive levels.

Women in leadership

Store Leadership Pathway – class of March 2017.


Big W

We are proud to say that BIG W has already embraced the push for women to fill senior positions. Women now fill 50% of executive and senior manager positions, and 67% of the BIG W Executive Committee are women.

Closing the gap

Woolworths Group

A key enabler to gender equity is equal pay for equal work. In December 2016 we completed phase one of the Pay Parity Project in Australia. Over 17,600 salaries were reviewed and the pay gap between male and female team members carrying out like-for-like roles was reduced to 0.5%. A further review is now underway for all remaining managers and senior leaders, which will be completed by September 2017. Our commitment is that gender is not a factor in the decisions we make in regards to how we reward our team members.



Over the past year, Countdown has been reviewing our people strategies and goals, so that our team enjoys the same rewards, resources, and opportunities, regardless of gender. We’ve recently completed a gender pay equity review of our salaried team members. As a result, we awarded salary increases to both men and women where gender‑based pay gaps were identified. So far, a total of 83 roles and 818 salaried team members have received a parity adjustment. We will continue our work on this important initiative.


Board diversity
Female 50%
Male 50%
Closing the gap