Metcash WGEA Pay Gap Statement 2023-2024

4 March 2025

Metcash is fully committed to championing and promoting diversity, which includes our commitment to gender equality, gender pay equity and equal opportunities for advancement.

Each year, to comply with the Workplace Gender Equality Act 2012, we provide our employee salary data to the Workplace Gender Equality Agency (WGEA) to determine the gender pay gap  (GPG) across our team members. The WGEA report which summarises the outcome of this analysis is published on the WGEA website and is also provided to the Metcash Board of Directors.  We are pleased to announce that for the reporting period of 2023 – 2024 our GPG for average total remuneration is -1.1% (in favour of women)  and our paygap for median total remuneration is 2.2% .

This is a pleasing result and confirms our unwavering commitment to gender equity which is supported through the following initiatives:-

• – Regular reporting to our governing body, reflecting gender split across each business pillar, and tracking these against industry benchmarks to maintain our focus on 40:40:20
• – Parental Leave benefits with 12 weeks paid leave, an additional 6 weeks of superannuation payments to support closing the gender pay gap, 4 weeks paid leave for secondary carers, all with no qualifying period
• – Refreshed Employee Value Proposition (EVP) that reflects a diverse and inclusive workforce and Employer Brand Campaigns with representation of diverse groups to attract talent and support an inclusive culture
• – A targeted Women in Leadership program for emerging female leaders
• – Gender diversity underpins all talent management identification and reporting, keeping a spotlight on gender balance in succession planning and talent development
• – New talent acquisition technology to support gender-balanced shortlisting
• – Gender diversity underpins all talent management identification and reporting, keeping a spotlight on gender balance in succession planning and talent development
• – New talent acquisition technology to support gender-balanced shortlisting
• -The Metcareers framework has been developed to give greater visibility of career opportunities across the organisation. The framework breaks own stereotypes inherent in some roles and allows people to easily identify transferable skills, like-for-like roles and promotions
• – Flexible work is embedded in the organisation, including in our frontline roles to attract a more diverse workforce
• – An active and committed Diversity, Equity and Inclusion Council

Metcash is committed to creating an inclusive culture which underpins our ambition to establish Metcash as a Favourite Place to Work and fosters a high-performing organisation that values and harnesses the distinctive abilities of each person and promotes diversity.