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Hewitt Group – WGEA Gender Pay Gap Statement

Hewitt is a proud family-run business with a vision to become the world’s most influential meat producer and drive innovation in the industry. Since taking over the business in 2014, they have overseen significant growth, making Hewitt Australia’s largest certified organic beef producer.

Our commitment to gender equality

At Hewitt, we are committed to equal pay for equal work and fostering a workplace where opportunities are not limited by gender. Since the 2023-24 reporting period, through our normal business activities, we have:

  • Increased female representation on our board (50-50 independent directors) and Executive Leadership Team, and
  • Achieved near-parity in our Senior Leadership Team (five of 11 members are female).

We actively support the career development and progression of women and men within our business and through our recruitment processes.

Understanding our gender pay gap

Within Hewitt, our reported gender pay gap is influenced by:

  • Role classification discrepancies, where managers in a divested part of the business had different pay structures due to differing responsibilities and differing operational scales.
  • Industry-wide factors, including skills shortages in regional and remote areas, the prevalence of part-time and seasonal work, and the realities of recruiting husband-and-wife property management teams where roles and remuneration are divided based on skillsets and responsibilities.
  • Historic bonus structures, where deferred payments from our performance incentive plan were paid in full during the reporting period. This reflected a one-off compliance requirement and will not impact future figures.
  • CEO and Head of Business reporting, where new WGEA rules now require the inclusion of executive salaries. As a family-run business, the dual position of our CEO and Head of Business as both shareholders and executives affects the reported figures but does not indicate unequal pay for comparable roles.

Ongoing actions

Hewitt remains committed to ensuring equal pay and opportunities for everyone who works in the business, including:

  • Implementing recommendations that align to our unique business operations,
  • Supporting leadership development and internal promotions, and
  • Encouraging women to apply for senior operational and leadership roles.

This commitment is reflected across all levels of our organisation, from our shareholders, board of directors and leadership teams, right through to operational teams and line management on station and in our facilities.