GrainCorp values the transparency provided by the annual publication of employer gender pay gap data by the Workplace Gender Equality Agency (WGEA).

Gender equality and equitable opportunity are ongoing priorities for our business, and this disclosure is an important mechanism to track progress and focus our efforts where they matter most.

The WGEA gender pay gap reflects the difference between the average and median earnings of women and men across an entire workforce. It is not a measure of equal pay for the same role. We regularly review remuneration practices to ensure pay equity for comparable roles.

Differences in the overall gender pay gap are primarily influenced by workforce composition, including representation across levels and role types.

Our Results

As we report under two ABNs, our results reflect two submissions.

GrainCorp Operations

(2,037 team members)

• Average total remuneration gap: 6.4% (Comparison Group: 10.0%)
• Median total remuneration gap: 2.5% (Comparison Group: 9.5%)
• Average base salary gap: 3.3% (Comparison Group: 4.8%)
• Median base salary gap: 1.6% (Comparison Group: 4.9%)

These results compare favourably to our industry comparison group (Transport, Postal and Warehousing) and reflect the continued progress we have made in strengthening representation and remuneration equity across our operational workforce.

GrainCorp Nutrition and Energy (GNE)

(263 team members)

• Average total remuneration gap: 13.0% (Comparison Group: 13.3%)
• Median total remuneration gap: 13.0% (Comparison Group: 11.3%)
• Average base salary gap: 10.7% (Comparison Group: 9.3%)
• Median base salary gap: 11.7% (Comparison Group: 6.8%)

The smaller size of GNE’s workforce (reported under the business name ‘GrainCorp Foods Australia’ for WGEA purposes) means results are more sensitive to representation at senior levels.

While some gaps remain, our results are broadly aligned with our industry comparison group (Manufacturing).

Looking at the Whole Workforce

Across our entire workforce, our overall position compares favourably within our sector.

As an operational business with a geographically dispersed footprint, we operate in environments traditionally characterised by gender concentration in certain technical, operational and leadership roles.

This structural dynamic influences workforce composition and, in turn, the overall gender pay gap.

The data highlights that representation at senior leadership and people leadership levels continues to have a meaningful impact on average remuneration outcomes. Increasing participation at higher levels of the organisation is critical to sustaining and further improving our position.

Our Focus Areas

We remain committed to narrowing our gender pay gap and strengthening gender representation at all levels of the business. Our ongoing focus includes:

• Strengthening recruitment and promotion pathways to improve representation in leadership and technical roles
• Building inclusive leadership capability across all levels of people leadership
• Maintaining rigorous remuneration governance and pay equity reviews
• Supporting flexible and inclusive work practices across our geographically dispersed workforce
• Tracking progress annually and holding leadership accountable for continued improvement

Our Commitment

We are encouraged by our comparative performance, particularly within our GrainCorp Operations workforce, while recognising that a gender pay gap remains. Progress requires sustained effort, and we will continue to focus on areas where further improvement is needed.

The publication of this data reinforces where further focus is required and where we can continue to lead within our industry.

Gender equality is not a standalone initiative.

It is embedded in how we attract, develop and recognise our people, ensuring opportunity and reward are aligned to contribution and capability across our entire organisation.