Gender pay gap definitions and data

KBR’s culture is built on our commitment to Zero Harm – doing the right thing and making decisions that count for our planet, our communities, our business and most importantly, our people.

What is a gender pay gap?

A gender pay gap is not the same as equal pay.

Equal pay is where employees are paid the same for performing the same work or different work of equal or comparable value. In Australia, this has been a legal requirement since 1969.

A gender pay gap shows the difference between the average or median pay of women and men across organisations, industries and the workforce as a whole.

What factors impact the gender pay gap?

A pay gap is influenced by many social and economic factors, some of which a company can impact through thoughtful and progressive action. For example, having the right policies and strategies in place to address conscious and unconscious discrimination and bias in hiring and pay decisions and ensuring we provide workplace flexibility to accommodate employees with caring and other responsibilities.

Factors that influence a larger pay gap include:

disproportionate numbers of men holding senior positions
conscious and unconscious discrimination and bias in hiring and pay decisions
women and men working in different industries and different jobs, with female-dominated industries and jobs attracting lower wages
lack of workplace flexibility to accommodate caring and other responsibilities, especially in senior roles
high rates of part-time work for women
women’s greater time out of the workforce for caring responsibilities impacting career progression and opportunities
women’s disproportionate share of unpaid caring and domestic work.

The 'Workplace Gender Equality Agency Gender Pay Gap Report' shows the median gender pay gap across KBR in Australia. It reports on 2 key measures – base salary and total remuneration.

What is a median pay gap?

Median is the number that falls in the middle of a set of results. A median pay gap calculation takes all salaries in a sample, lines them up in order from lowest to highest and picks the middle salary.

What is included in the calculation?

To ensure comparability, WGEA has converted part-time and casual salaries to full-time equivalent earnings. The total remuneration pay gap calculations published in 2026 include superannuation, bonuses and other additional payments.

Find out more via the WGEA website

Private and Commonwealth public sector employer gender pay gaps were released by WGEA on 3 March 2026.

This includes information about the 2024-25 gender pay gaps for around 8,500 employers and 1,600 corporate groups and is available on WGEA's Data Explorer and in an Employer Gender Pay Gaps Report on the WGEA website.

KBR in Australia gender pay gap data 1 April 2024 – 31 March 2025

Our gender pay gap based on median total remuneration has improved by 1.8% over the previous year, now sitting at 16.7%. The result is also 7% lower (better) than our 'Engineering Design and Engineering Consulting Services' industry comparison group.

The continued progress in leadership representation at KBR in Australia is an encouraging measure of our uplift throughout 2024-2025. These improvements strengthen our pipeline of future female senior leaders and help shift the structural drivers of our gender pay gap and include:

8% increase in women in senior management roles
2% increase in women in management roles

Although we are ahead of the industry average, we must continue investing in reducing our pay gap to increase the diversity of our workforce and drive greater equity for our employees. We understand that achieving gender equality is an ongoing journey and at KBR we are dedicated to continued learning, evolving and fostering positive change.