What we are doing to address the pay gap

A pay gap is influenced by many factors and we are focused on making an impact through thoughtful and progressive action.

KBR has established 5 focus areas to reduce our gender pay gap in Australia.

Transparency and accountability

KBR participates in regular reviews of our data and policies to ensure we are driving change. As a measure of this we report our progress to WGEA and adjust our approach when required, demonstrating our commitment to continuous improvement.

Our ongoing commitment ‌:

While our results are heading in the right direction, closing the gender pay gap requires sustained effort over time. Our Senior Leadership and People teams continue to refine our focus on:

Growing gender balance in senior roles ‌
Strengthening leadership pathways ‌
Supporting inclusive career development ‌
Ensuring equitable talent, reward and succession practices

Research shows it can take time for organisations to realise the desired outcome in addressing gender pay gaps and to see meaningful change in the pay gap data. We are confident we have a clear path forward that not only looks at what can be achieved in the short-medium term but also thoughtful, data-driven, and long-term solutions for sustainable outcomes.

Gender parity analysis

We have embedded gender parity analysis in our annual salary review processes to help ensure compensation is aligned across our business.

KBR reviews salaries based on where an employee sits in their job capsule salary band. We also review additional benefits such as policies, bonuses, leave entitlements and flexible working to ensure fairness and equality for all employees.

Equal employment opportunities

We actively work to challenge and eliminate gender stereotypes and bias within our company.

We ensure all recruitment, selection and promotion processes are based on merit, providing equal opportunities for individuals of all genders.

We draw on data to inform our hiring practices and internal policies so we can ensure parity and enhance diversity. Team members area also provided with unconscious bias training to eliminate any unintentional bias from decision making.

Investment in our people

Learning and development is an important foundation of our culture and we empower and give our people the autonomy to strive for opportunities that exist in all directions and equip them with the tools and knowledge to reach their full potential.

We also support our team's professional membership subscriptions, becoming chartered and ongoing development opportunities to improve their skills, technical knowledge, and overall competence in their sphere of professional expertise.

This ensures that employees -irrespective of gender- can advance their career in the direction they choose, supporting promotions into senior roles.

Total inclusion at KBR

Our global approach to total inclusion is designed to bring to life our employee value proposition (EVP) of Belong, Connect and Grow. Our EVP informs our approach to providing a flexible workplace for all.

We regularly review our policies and implement updates to ensure they are reflective of our workforce and the population's needs.