In March 2026, the Workplace Gender Equality Agency (WGEA) released its Gender Pay Gap (GPG) data for the 2024-2025 reporting period.

The GPG is not a comparison of like roles, it is a measure of the difference between the overall earnings of women compared to the overall earnings of men, expressed as a percentage.

SA Power Networks Group – referred to as UMPL in this report - has recorded a decrease in Gender Pay Gap (GPG), down from 15.6% to 14.1% (median total remuneration) in the 1 April 2024 to 31 March 2025 reporting year. The organisation remains below the national average of 16.4% [1], and the Electricity Industry national average of 21.2% [2].

SA Power Networks Group has also recorded decreases in all GPG metrics for the 2024-2025 reporting period against our 2023-24 results:

These decreases reflect extensive work by the organisation to reduce its GPG. It is recognised that closing the GPG can lead to greater economic empowerment for women, which delivers a range of positive social outcomes. The commitment to fair and consistent pay practices supports the organisation’s ability to attract and retain top talent, regardless of gender. Ensuring that employees are paid fairly for their work also fosters an inclusive and diverse workplace culture, reinforcing that all team members are valued and treated with respect.

SA Power Networks Group’s commitment to fostering a more gender-equitable workplace, is guided by the gender equity pillar of its Inclusion & Diversity Strategy, with four key focus areas:

• Increasing representation of women employees and leaders across the organisation
• Enhancing benefits and support available to caregivers
• Supporting employees experiencing domestic and family violence
• Providing a safe environment where LGBTQIA+ and gender diverse employees are supported and feel genuinely valued

In 2025, positive progress towards gender equity continued, with SA Power Networks Group increasing the proportion of women in its overall workforce by 0.9%, as well as in senior leadership roles (0.7% increase) and in non-traditional roles such as skilled workers (0.4% increase). SA Power Networks Group remains committed to the incremental increase in the representation of women, to build momentum toward a more diverse and equitable workforce, strengthening team culture and performance, challenging long-standing stereotypes, and creating greater visibility and opportunity for future progress.

These results were achieved with the support of the organisation’s Executive Leadership Team, with a range of actions taken and continuing, including:

	Working Group to review job design to strengthen inclusivity and diversity.
	Respect at Work training for all employees.
	A Gender Equity Stream, as part of the Inclusion & Diversity Committee, to provide insights regarding the challenges faced by all genders and promote days of significance, such as International Women’s Day.
	A Gendered Behaviour & Language Working Group to investigate opportunities to reduce gendered behaviour and language in the workplace.
	Women’s networking groups operating in several parts of the organisation.
	Collaborating with the education and skills sector to promote diverse career opportunities for women and gender diverse people within the organisation.
	Improving access to facilities for field-based employees of all genders, to improve the wellbeing and retention of women in field-based positions.

Deliberate action will continue to advance gender equality and create a thriving culture within the SA Power Networks Group.

Looking ahead, we will be launching a new Diversity, Equity & Inclusion (DEI) Plan 2026-2028 in March, aligned to our strategic priorities and grounded in our values, enabling us to further strengthen our commitment to creating a workplace where everyone feels valued, respected and able to thrive, because we know that inclusive foundations empower our people to succeed.

Our DEI Plan is informed by extensive employee engagement and built around four key pillars:

• Inclusive and safe culture
• Diversity of thinking
• Equity
• Accessibility.

Supported by a new governance model, with Executive level sponsorship, the DEI Plan also ensures our compliance with the Workplace Gender Equality Act 2012 and our commitment to the new Workplace Gender Equality Agency (WGEA) gender equality targets.

Our selected WGEA targets focus on areas where our workforce data shows clear and measurable opportunities to improve gender balance and inclusion.

Women remain under-represented in our Technicians and Trade Workers cohort and within our Manager population. Increasing representation in these areas by 1.0 and 2.5 percentage points respectively reflects a deliberate and targeted approach. These increases are meaningful in the context of our current workforce profile and industry talent pipeline, where movement of even one percentage point represents a significant number of roles. The targets are informed by our historical hiring, promotion and turnover trends, and are supported by focused actions in recruitment, leadership development. As such, they are ambitious but achievable within the target cycle.

We have also set a target to increase the proportion of men taking primary parental leave by 2.5 percentage points. This recognises that sustainable gender equity requires progress across all genders. Supporting more men to take primary parental leave contributes to reducing structural drivers of the gender pay gap over time, including the unequal distribution of caring responsibilities. This target builds on our existing parental leave framework and cultural initiatives aimed at normalising shared care.

Collectively, our targets are designed to drive measurable progress in areas of greatest impact, while remaining grounded in our workforce data, operational context and industry realities. They represent a balanced approach — stretching enough to accelerate change, yet realistic enough to ensure delivery and accountability.

Our selected targets are:

• Representation of women in Technicians and Trade Workers increased by 1.0 percentage points.
• Representation of women in Managers overall increased by 2.5 percentage points.
• Representation of men taking primary parental leave increased by 2.5 percentage points.​

Further information on the Gender Pay Gap and the gender equality targets can be found at the WGEA website.

[1] 2024-25 National median total remuneration gender pay gap.

[2] 2024-25 Electricity, Gas, Water and Waste Services Industry Division median total remuneration gender pay gap.