Diversity, equity and belonging

At Insignia Financial we have a culture of belonging.

We are an ‘every person’ organisation that welcomes and appreciates everyone for who they are. We recognise and celebrate the value of individual difference. This applies to employees and customers alike.

Diversity, equity and belonging are at the very heart of our culture. We believe that by creating an environment that allows people to be themselves, they will feel connected to the organisation and encouraged and supported to be their best. This is a key enabler for sustainable business success, ensuring we attract and retain the best people.

An equitable workplace 

At Insignia Financial, we are committed to an equitable workplace where people are rewarded fairly for their contribution, regardless of gender. We recognise that addressing inequality within our workplace is one of the ways that we can better serve our customers and give Australians the confidence to make more of their lives.

We are committed to the Australian Government’s Workplace Gender Equality Agency (WGEA) (Closing the Gender Pay Gap Bill 2023) and support the transparent disclosure of employer gender pay gaps and leadership representation as a crucial step toward addressing inequality that may exist in Australian workplaces. 

Insignia Financial Gender Pay Gap Employer Statement 2024-25, September 2026

This statement supplements the gender pay gap data published by the Workplace Gender Equality Agency, providing further context on Insignia Financial Ltd and IOOF Service Co Pty Ltd.

We’re an organisation that welcomes and appreciates all our employees for who they are and the diverse skills, experiences and perspectives they bring to their work. We are committed to being an organisation where every individual, irrespective of gender, feels valued and fairly compensated for their contributions.

Our 2024-25 WGEA Report demonstrates progress while highlighting opportunities for further improvement. Our median base salary gender pay gap reduced from 19.9% to 19.7%, while our median total remuneration gender pay gap increased from 20.0% to 20.7%. This result reflects performance-based reward outcomes and under-representation of women in senior leadership roles, reinforcing the importance of our long-term focus on leadership representation, progression and pay equity. Women held 44% of management roles during the 2024-25 reporting year. 

We have strategies in place to address the results from the WGEA Report and aim to continuously improve. We are equipping our leadership teams with training and tools to be accountable for gender equality, improving talent and succession pathways, sharpening promotion and retention strategies, mentoring our workforce and maintaining robust pay equity governance.

This focus is reflected in our upcoming WGEA Goals for 2026-2029 and how our teams will work together across Insignia Financial. Our WGEA Goals focus on reducing our gender pay gap from 13.7% to 12.7% over the three-year reporting cycle, increasing representation of women in leadership from 44% to at least 45%, and strengthening our approach to pay equity and accountability with strong governance structures. 

Our WGEA Goals are supported by our commitment to being an organisation that welcomes and appreciates everyone for who they are. Our Diversity, Equity and Belonging commitments and our WGEA Goals are overseen by the Board, Executive Team and Group People, Remuneration and Nominations Committee, with leadership teams accountable for actions needed to deliver on our goals.

“We believe that creating a more equitable workplace requires long-term commitment and collective action. We're strengthening leadership pathways, embedding inclusive workplace practices and learning from the diverse experiences and perspectives around us. Together, these efforts are helping to create an environment where everyone can join us, contribute and grow at Insignia Financial."

- Andrew Howard, Group Executive Strategy & People

Our Actions to Increase Women’s Leadership Representation and Reduce the Gender Pay Gap 

Diversity, Equity and Belonging Strategy

We remain committed to reducing our gender pay gap through our Diversity, Equity and Belonging (DEB) Strategy, which complements our WGEA Goals. Our strategy focuses on addressing social inequities and creating equitable opportunities for all employees. 

Aligned to our purpose and values, we believe that fostering a diverse workforce and a culture of belonging strengthens our ability to support customers, communities and each other. By removing barriers to opportunity and enabling inclusive practices, we aim to ensure all employees can thrive and reach their full potential.

Leadership Representation 

Increasing the representation of women in leadership is one of the most important drivers of reducing our gender pay gap over time. It also supports more inclusive decision-making and better outcomes for our employees, customers and communities.

We aim for a composition of 40% men, 40% women and 20% any gender across our organisation, divisions, leadership and Board. Supporting this broader ambition, our WGEA Goal is to increase the representation of women in leadership from 44% to at least 45% by 2029.

We are developing and investing in women to build a strong, sustainable and durable leadership pipeline for the future. Our ‘Women at Insignia Financial’ Committee supports this work by coordinating networking and professional development opportunities, helping drive progress against our strategy and commitments.

Pay Equity 

Reducing our gender pay gap is a strategic commitment and we undertake twice yearly pay equity reviews to inform remuneration decisions, workforce planning and leadership accountability. We have seen progress in recent years and are committed to ongoing analysis and targeted remuneration adjustments where genuine pay gaps exist.

Flexible and Inclusive

We recognise that creating flexible and inclusive workplace practices removes barriers to workforce participation, career progression and leadership opportunities.

Our hybrid working model, commitment to creating a family friendly workplace and universal parental leave provisions are some of the ways we support employees to balance work and caring responsibilities throughout different life stages. We provide up to 16 weeks paid parental leave for all permanent employees, and continue to pay superannuation on parental leave to support long-term financial wellbeing. 

We also maintain policies and support mechanisms that contribute to a safe and inclusive workplace, including our Family and Domestic Violence policy, which provides 20 days paid leave for employees experiencing family or domestic violence.

As a member of Women in Super, we continue to engage with industry-leading practices and initiatives that support improved retirement outcomes, connection and education for women.

Find out more 

You can read more about our approach at Diversity, Equity and Belonging and about WGEA at Workplace Gender Equality Agency.

Please find our WGEA Report 2024-2025 for Insignia Financial Pty Ltd and IOOF Service Co Pty Ltd.

Inclusive workplace recognition