AS A United, inclusive, and values-led club, we recognise the intrinsic value of diversity and inclusion, not only as a moral imperative but as a driver of success.

We’re committed in contributing to coherent and ambitious change, with a moral potency, that’s intense and has impact beyond our ‘four walls’.

We aim not only to do well as a football club but also to do good in the community.

As part of this, we understand that by addressing gender disparities, we enhance the overall well-being of our workforce and contribute to a more equitable society.

We have an opportunity to be leaders in gender equality and continue to focus on providing pathways and opportunities in all areas of our club, as well as the broader community we exist within.

While striving for progress, we understand that there is much more work to do.

The Club has made significant investment into our women’s football programs, since becoming a foundation club of the AFLW, and are proud that many more women are involved in our business, football programs and membership base.

Our flagship community initiative, Carlton Respects, promotes gender equality for the prevention of violence against women, with an aim to create positive impact, by reducing disrespectful behaviours and growing a society where violence is eradicated. 

As part of our commitment to gender equality, we diligently report our gender pay gap data through the Workplace Gender Equality Agency (WGEA). Within the sports and physical recreation industry, our organisation, comprising 317 employees, acknowledges a gender pay gap of 12.6% in median total remuneration, which has notably decreased from 41.9% only three years ago.

This figure includes athletes, football staff and administrators.

The drivers behind our gender pay gap are multifaceted, with a notable influence from historical practices leading to a higher proportion of males in senior football department roles.

Acknowledging this, we have implemented targeted actions such as talent programs, scholarships, and leadership development initiatives, to accelerate the progression of female employees.

More broadly, we have seen positive results in providing an equal high-performance environment regardless of gender diversity amongst our athletes. Significant investment in comparable and integrated training facilities, as well as coaching and development support, has fostered an inclusive culture within our organisation.

As part of our commitment to narrowing the gender pay gap, the Club has undertaken a series of actions and strategies in addition to those mentioned above. Over the past three years, we have significantly reduced our gender pay gap, with initiatives including:

  • Completion of an independent Inclusion, Diversity and Equity health check, with recommendations comprised into actions.
  • Regular deep dives into remuneration data and analysis, understanding gender pay parity for roles across the club and including a consideration towards this as part of our annual remuneration review process.
  • Continuing to apply rigor and analysis at points during the employee cycle where pay gaps may commonly arise.
  • Initiatives to enhance the representation of women across all levels, including leadership and roles within the Football department.
  • Ongoing review of policies and practices to eliminate barriers to participation and address potential sources of pay gaps, such as parental leave and superannuation.

While proud of our progress, we are aware of the challenges that are unique to our organisation, notably the contribution of senior football department roles towards our gender pay gap.

Despite this, we remain committed to finding innovative solutions and working towards a more equitable future.