Fujitsu Australia Limited – Statement on WGEA Gender Pay Gap 2024-25
Fujitsu Australia Limited – Statement on WGEA Gender Pay Gap 2024-25
Our vision for gender equity
Our ambition is to be an inclusive employer that reflects the diverse community we serve, throughout our business and its value chain.
We are committed to fostering a culture where every individual has a sense of belonging and equitable opportunities to succeed. This culture empowers people of all genders to harness their collective strengths and innovation to contribute to Fujitsu’s global purpose: making the world more sustainable by building trust in society through innovation.
What the 2024-25 WGEA data shows
The official WGEA data for 2024-25 shows Fujitsu Australia Limited (FAL) has a gender pay gap favouring men slightly over women.
Our median pay gap is 5.9%, which remains considerably lower than the benchmarks for our industry comparison group and the national benchmark.
Our commitment to hiring more women into our graduate program is one of the key drivers for our gender pay gap. This vital long-term investment in our talent pipeline at a graduate level has temporarily impacted the data as these new joiners begin on entry-level salaries.
Our overarching goal remains to have no gender pay gap, and the subsequent sections of this statement detail the significant actions we have taken since this data was captured to make further progress.
Progress on gender equity
Fujitsu is dedicated to making sustained, long-term progress on gender equity. We have embedded regular review processes to address any gaps, informed by our evolving business and insights from the WGEA analysis. We are particularly proud of our strong female representation in leadership positions, highlighted by our gender-balanced Executive Leadership Team.
Subsequent actions have further closed the gap. More recently, as of October 2025, our internal data shows:
- The median total remuneration gap has been reduced to 4.69%.
- The average total remuneration gap was closed to just 0.14%.
This progress is the direct result of deliberate and strategic actions, including:
- Market-leading leave policies: We introduced paid menopause and fertility leave and removed the 12-month waiting period for primary parental leave to better support our people through all life stages.
- Continuous pay equity reviews: We conduct regular, out-of-cycle pay reviews to identify and immediately rectify any emerging gender pay gaps.
- A formal gender equity strategy: We have launched a comprehensive Gender Equity Strategy for 2025-2030 endorsed by our Executive Leadership Team to ensure accountability and drive progress across the entire business.
Our future goals and initiatives
Fujitsu is committed to building on this momentum. Our goal is to achieve at least 40% female representation at all levels of our company by 2030. To achieve this, we will continue to:
- Build the female technical pipeline: We are fostering female leadership in technology, with 38.5% of senior cyber security roles held by women. We have also achieved gender balance in our 'Tech Expert Circle' program for the first time.
- Accelerate career growth: We are providing exclusive development programs, such as Microsoft’s ‘Women Rising’, to build the leadership capabilities of our female employees.
- Engage male allies to champion change: We are actively enrolling male colleagues in allyship programs to empower all our people to help build an inclusive workplace.
- Become a WGEA ‘Employer of Choice’: We are actively progressing towards formal accreditation as a WGEA Employer of Choice for Gender Equality to cement our status as a leader in this critical area.
We look forward to sharing our progress and learnings as we continue our journey toward complete gender equity.