All employees are paid in line with the SCHADS Award, and there is no difference in base pay rates between women and men performing the same roles at the same classification level. The gender pay gap reflects differences in workforce mix, length of service, role mix and operational requirements, rather than unequal pay for equal or comparable work. Differences arise primarily from SCHADS Award penalty rates and overtime payments linked to operational rostering requirements, particularly in complex-care services. 

The FY25 results are influenced by the following structural and operational factors: 

• More women decided to engage with CCA in a part-time role. 

• More men are employed in casual roles, which attract higher hourly rates in lieu of paid leave entitlements. 

• Length-of-service annual pay increases under the SCHADS Award affect average earnings.

At CCA, staffing is shaped by participant choice and needs, with rostering reflecting the wishes and preferences of the people we support (and as per SCHaDS award). We have a higher proportion of male participants with complex support needs requesting male staff, which affects workforce mix and pay, including higher penalty rates and shift allowances linked to their service requirements. 

We acknowledge that gender diversity at the Board level is important for governance effectiveness, and this is being considered as part of future Director recruitment and succession planning. 

CCA remains committed to strengthening gender equality across the organisation. Current and planned actions include: 

• Conducting regular pay audits to ensure all staff are paid correctly and consistently in line with the SCHADS Award and internal remuneration frameworks. 

• Reporting key management personnel remuneration to the People & Culture Committee to ensure transparency and oversight. 

• Supporting career development, internal promotions and flexible work arrangements.

• Improving gender balance at the Board level through succession planning.

• Continuing to balance participant choice, safety requirements and workforce equity considerations in rostering and workforce planning. 

Gender is not used as a basis for setting pay or opportunities at CCA. The gender pay gap reflects structural and operational features of disability service delivery — including award conditions, overtime and participant needs — rather than unequal pay for equal work.

We remain dedicated to fostering a workplace where all employees feel safe, respected and valued, and we will continue to strengthen our governance and workforce practices that support gender equality across the organisation. 

This statement is endorsed by the CCA Board of Directors, February 2026. 

Yours sincerely, 

Melissa Way 

CEO