Gender diversity measurable objectives

Iress Limited (Iress) is listed on the Australian Stock Exchange and is subject to the ASX Corporate Governance Principles and Recommendations.

ASX Corporate Governance Principles and Recommendations

The Principles and Recommendations require listed entities to establish measurable objectives for achieving gender diversity and to report on progress towards achieving these in its Annual Report or Corporate Governance Statement.

In addition, the Workplace Gender Equality Agency’s Employer of Choice criteria (WGEA EOCGE) requires Iress’ Gender Equality strategy to have clear objectives and measures, which must be evaluated on a regular basis.

The measurable objectives adopted by the Board in February 2020 are set out below.

1. Promoting diversity within Iress

Background and Objective

Iress is committed to improving its gender workforce composition globally. Gender diversity and inclusion is a priority and Iress focuses on initiatives that address the underlying causes of inequality and make careers in technology more attractive to women.


During 2020 Iress aims to increase female representation generally 35% (currently 34.02%), and female representation in leadership (Leadership Team and its direct reports) to 35% (currently 31%).

2. Ensure there continues to be no gender bias in remuneration practices.

Background and Objective

Iress’ objective is to continue to ensure that there is no remuneration disparity or bias in its remuneration policies and processes, ensuring people are fairly and consistently rewarded. In implementing such policies and processes, Iress aims to maintain pay equity for like roles and performance.


Iress will continue its practise of undertaking annual role-by-role remuneration reviews (by country) to sustain role gender remuneration parity.

3. Attracting Diverse Talent.

Background and Objective

In 2019, Iress made progress in its hiring practices to reduce bias. In 2020, Iress aims to make a more focused effort to ensure these changes create change in its workforce composition.


Roll out internship program as a female-only talent pipeline for Iress.

4. Establish Iress as Diversity and Inclusion Leader.

Background and Objective

Employer of Choice recognition demonstrates an organisation which has an active commitment to achieving gender equality.


Maintain WGEA employer of choice status. Identify global recognition program.