Employer Statement

(Data as at 31 March 2025)

Indian Pacific Limited, trading as the West Coast Eagles Football Club (the Club), is committed to achieving gender equality across all areas of our organisation. This commitment extends beyond remuneration and encompasses workforce participation, leadership representation, governance, and the creation of a safe, inclusive and respectful workplace.

The gender pay gap data published by the Workplace Gender Equality Agency (WGEA) reflects the Club’s workforce composition and remuneration outcomes as at 31 March 2025, which includes the playing group.

As at 31 March 2025, the Club reported an average total remuneration gender pay gap of 22.7% and a median gap of 9.9%, reflecting a reduction from 2024, when the average gap was 29.1% and the median gap was 21.2%.

The Club operates within the professional football industry, which presents unique workforce characteristics. The introduction and growth of the AFLW program since 2020 has accelerated opportunities for women both on and off the field. The AFLW competition operates over a shorter season and includes a higher proportion of part-time and contract-based roles, with many participants earning a portion of their income from other employers, which can affect workforce and remuneration reporting outcomes.

As the AFLW program continues to mature and expand, the Club expects these dynamics to evolve and contribute to improved gender balance over time.

The Club is committed to improving gender diversity in leadership and decision-making roles. The Club appointed its first female Chair in January 2025, representing a significant milestone in strengthening gender diversity at the highest level of governance. Additionally, the club increase female representation on the Executive team.

The Club understands that diverse leadership supports better organisational outcomes and is essential to driving sustainable change. Increasing female representation in executive and senior leadership roles remains a key priority.

The Club actively promotes equal opportunity across recruitment, development, promotion and remuneration practices. We are committed to:

  • Monitoring and analysing gender pay gap data to identify key drivers
  • Expanding leadership and career development pathways for women
  • Supporting flexible work arrangements and inclusive employment practices
  • Ensuring equitable access to professional development and progression opportunities
  • Maintaining strong policies and training to prevent discrimination, harassment and vilification

The Club regularly reviews its policies and practices to ensure alignment with best practice and legislative requirements, including the Gender Equality Indicators under the Workplace Gender Equality Act 2012.

Addressing gender inequality is a long-term and ongoing journey. While the data published by WGEA provides an important snapshot in time, it does not fully reflect the progress and initiatives that the club continues to implemented. The Club remains committed to continuous improvement and to embedding gender equality as a core element of its culture, strategy and operations.

We are confident that sustained focus on leadership diversity, workforce balance and inclusive practices will deliver positive outcomes for our people, the Club and the broader AFL community.