Our Commitment

At Levande, we believe that gender equality is fundamental to our success and growth. We are committed to fostering an inclusive and equitable workplace where every individual, regardless of gender, has the opportunity to thrive and contribute to our collective achievements.

We actively promote equal opportunities, support work-life balance, encourage diversity and inclusion, empower our employees, and address gender bias. Our goal is to create a workplace where everyone feels respected, valued, and empowered to succeed.

Our Gender Pay Gap

In 2025, Levande reduced its gender pay gap by 0.8 percentage points, taking it from 12.4% to 11.6%, a 6.5% year-on-year reduction.

We also achieved a positive reduction in gender pay gaps across three of the WGEA key measures:

• Average total remuneration gap improved from 12.4% (2023/24) to 11.6% (2024/25).
• Average base salary gap narrowed from 17.8% to 16.9%.
• Median total remuneration gap shifted from -9.5% to -1.6%.

This positive reduction reflects the impact of targeted actions taken during the year including:

• Mentorship and Coaching: We have implemented opportunities for mentorship and coaching support where senior leaders (both male and female) actively support and advocate for women’s career advancement, with an emphasis on women in underrepresented areas such as property management and Key Management Personnel (KMP).
• Inclusive Succession Planning: With a focus on senior roles, our succession planning process actively considers gender diversity, with a focus on placing qualified women in higher-paying leadership roles.
• Development of our DEIB strategy: We have developed a strategy that leverages our strong organisational culture and high engagement levels. Our aim is to ensure every team member feels respected, valued, safe, and empowered to be themselves.
• Remuneration Framework: The implementation of our remuneration framework has established clearly defined, gender-neutral pay bands for all roles. This ensures salaries are set consistently across the organisation, independent of gender. The framework is reviewed annually using external industry benchmarking data.
• Remuneration Audits: We have continued to conduct annual remuneration audits to identify and address any pay disparities between genders for equivalent roles.
• Unconscious Bias Training for Hiring Managers: We developed and rolled out training for all Hiring Managers to specifically address unconscious bias in the recruitment process. This training covers the impact of bias on decision-making and how to mitigate it in practice.
• Standardised Position Descriptions: We have redeveloped our position descriptions and recruitment materials to ensure they are gender-neutral, focusing on skills and qualifications rather than gendered language or requirements that may inadvertently exclude candidates based on gender.

Our Drivers

Women represent more than half of our workforce; however, like many organisations in Australia, we have a higher proportion of men in senior roles and greater representation of women in non-managerial positions. We also have fewer women in KMP and Senior Leadership roles. These workforce composition factors significantly influence our gender pay gap. Another contributing factor is industry segmentation. The Health Care and Social Assistance sector, where many of our roles sit, has a higher proportion of women in award-based positions with fixed remuneration.

The Property Owners and Real Estate Operators industry comparison represents property development roles, which have a higher representation of men in higher-paying positions.

Within property development, higher salaries are often associated with male-dominated roles, further impacting our overall gender pay gap.

Our Action Plan

Our commitment to gender equality is embedded within our Diversity, Equity, Inclusion & Belonging (DEIB) Strategy, which is built on four pillars:

• Inclusive Leadership & Capability
• Workforce Diversity
• Governance, Policies & Practices
• Respectful Village Environment

The pillar most directly aligned to our commitment to gender equality is Workforce Diversity. To achieve this, we will focus on delivering targeted measures that address occupational segregation and ensure equitable access to opportunities.

Levande has set three measures to help us ensure we are making progress against our WGEA targets, and we will deliver on these measures through targeted actions:

1. Increase representation of women in promotions to Manager, by focusing on;

• Succession Planning and Talent Pipelines
• Mentoring
• Targeted Leadership Development
• Exploring our flexible work options

2. Reduce the gender pay gap by 1.5%, by focusing on;

• Annual Pay Equity Audits
• Gender neutral pay bands
• Inclusive Recruitment

3. Improve support for employees experiencing or at risk of family or domestic violence, by focusing on;

• Access to comprehensive and practical support
• Implementation of robust procedures for referrals
• Mechanisms for workplace relocation
• Strengthening our EAP services
• Targeted training for key personnel

These efforts will not only reduce the gender pay gap but also contribute to a culture of fairness and opportunity for all employees.

We are committed to ongoing monitoring, assessment, and continuous improvement in these areas to ensure sustained progress and long-term success.