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.
The measurable objectives adopted by the Board in December 2022 are set out below.
1. Promoting diversity within Iress
Iress’ objective is to improve our gender workforce composition globally and participate in the 40:40 vision to achieve gender balance in leadership by 2030.
2023 objective
In 2021, Iress adopted a three-year objective to increase female representation across Iress to 40% against its current population of 35%, by December 2024.
2. Attracting diverse talent
Iress’ objective is to implement new strategies and talent programs for recruiting and promoting people into leadership positions to achieve gender balance in leadership roles by 2030.
2023 objective
Target 45% female candidate representation for leadership role recruitment processes.
Target 50% female candidate representation for new graduate and apprentice roles.
Maintain Endorsed Employer status with Work180 in both the UK and Australia.
3. Ensure there continues to be no gender bias in remuneration practices.
Iress’ objective is to continue to ensure there is no remuneration disparity or bias in our remuneration policies and processes. In implementing such policies and processes, Iress aims to maintain gender pay equity for like-for-like roles and performance.
2023 objective
Continue undertaking annual role-by-role remuneration reviews (by country) to ensure we maintain gender pay equity for like-for-like roles and performance.
4. Establish Iress as Diversity and Inclusion Leader.
Iress’ objective is to engage with our employees to promote respect, inclusion, opportunity and community in our workplace.
2023 objective
Establish a Global Diversity, Equity and Inclusion Forum representative of all diversity groups and occupational levels within Iress, with a clear purpose to evaluate current diversity metrics, identify any barriers to diversity and inclusion in our current practices, recommend new programs, and track the long term progress of promoting a culture of inclusion.
