Gender pay gap statement
At Cutcher & Neale, we believe our best work happens when diverse perspectives come together around a shared purpose. Guided by our Core Values, we are committed to building a workplace where every member of our team feels genuinely valued, supported and able to grow.
The 2025‑26 reporting year has been one of meaningful change for our firm. During the year we farewelled our Audit team as they transitioned to full membership of the HLB Mann Judd network as a separate firm, we brought our remaining team members together under a single reporting entity, and we were delighted to merge with Melbourne‑based firm BBB Partners and welcome their people to the Cutcher & Neale team. Together, these shifts have meaningfully reshaped the shape of our team, and that is reflected in this year's results.
Our 2025‑26 gender pay gap results have shifted compared to last year, and we want to be open about why. The movement is largely a reflection of the structural changes described above, rather than a change in how we pay our people for the same work. When we look at like‑for‑like roles within each level of our business, our pay gaps remain materially smaller, which gives us confidence that our pay decisions for comparable roles continue to be fair and consistent.
We are proud that our overall workforce composition has remained steady, with women continuing to make up the majority of our team and bringing their talents to every part of the business. Across the year, women represented the majority of our external non‑manager appointments and a meaningful share of our manager appointments, a clear sign that we are continuing to attract and grow wonderful female talent into leadership.
We also know that real change comes from action, not just measurement. This year we introduced an Employer Paid Parental Leave policy, a step we are genuinely proud of, because it supports our people through one of life's most important transitions and helps encourage shared caring responsibilities across genders. Alongside this, our People Team continues to lead regular pay equity reviews, industry benchmarking and role‑by‑role analysis, so that our remuneration practices remain fair, consistent and competitive.
Looking ahead, the early months of our 2026‑27 reporting period have already brought exciting progress in senior representation. Since April we have warmly welcomed Nicole Brown to our Executive Board, appointed Catherine Parker and Belinda Finn as Partners, and celebrated Kym Phillips' promotion to Associate. These appointments speak to the depth of female leadership talent within our firm and to our ongoing commitment to building a leadership group that better reflects the people we serve and the communities we work in.
We are always looking for ways to make Cutcher & Neale an even better place to work, from how we welcome and develop our people through to how we support flexibility, wellbeing and career growth. We are proud of what our team has achieved during a year of change, and we remain committed to transparent reporting and to the meaningful, ongoing work of advancing gender equity at Cutcher & Neale.
