by
Defence Housing Australia | May 14, 2025
Defence Housing Australia (DHA) acknowledges its median gender pay gap* of 14.2 per cent in the Workplace Gender Equality Agency (WGEA) Report for 2023-24†.
Reducing DHA’s gender pay gap to within the optimal target range of -5 to +5 per cent is a sharp focus for the organisation and one we assure staff and stakeholders that we are actively working towards.
DHA values the commitment and contribution of the women in our workforce, who are critical to the delivery of our services. While women comprise 69 per cent of DHA’s total workforce, women are underrepresented in higher remunerated senior managerial and technical roles, creating an organisational gender pay gap.
We are actively working towards improved gender representation across our workforce, and our actions to reduce the gender pay gap include:
- increasing representation and visibility of women in leadership, construction, and technology.
- structured coaching and mentoring programs to support career advancement.
- identifying and implementing measures to reduce risk of systemic bias in recruitment, selection and promotion processes.
- organisational flexibility and education to shift stereotypical gender norms and foster a respectful workplace.
Visit the Our people: diversity and inclusion page for more information on DHA diversity and inclusion initiatives.
*The median gender pay gap demonstrates the difference between men’s collective median pay and women’s collective median pay across an organisation, expressed as a percentage. It does not refer to pay inequality—men and women paid differing amounts for the same or similar job, which has been illegal in Australia since 1969.
†Commonwealth public sector employers submitted their data in 2024 for the calendar year reporting period of 1 January 2023 – 31 December 2023.