Fuji Xerox Australia aims to maintain a competitive remuneration approach that allows us to retain and attract the people we need to manage and grow our business; our remuneration approach factors in business performance, market conditions, role specific and job family trends.
For our executive leadership team and senior managers we also have in place a bonus structure which takes into account employee engagement results for their division alongside other job related performance where they go above and beyond the day-to-day expectations.
We conducted our annual performance review for salaried and professional employees. Our employees covered by enterprise agreements receive amendments as agreed in those arrangements. As part of our ongoing review processes we have built in an approach to ensure we highlight areas of concern from an equity perspective and deal with any anomalies that arise.
From the analysis completed for this year’s Equal Opportunity for Woman in the Workplace Agency (EOWA) report it was found that there were some inconsistencies around male and female salaries in different areas of the business as outlined
in the below table. It was decided that a gender pay equity audit was needed and this analysis is currently underway to determine the reasons why there are these differences.
Employment positions by gender and role*
|Position||Percentage||Average salary $|
* Excludes Upstream.
Benefits availed in 11/12
|Company superannuation with life and disability insurance||1,445|
|Paid Parental Leave||37|
|Paid child birth leave of up to 1 week||34|
|Number of volunteering days logged*||448|
|Novated leasing for motor vehicles||108|
|Healthy heart check||284|
|Employee Assistance Program||69|
|Employee Referral Scheme||26|
*Hours reported by United Way and ABCN have been converted to days to more accurately reflect the time spent.