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EB Pearls Gender Equality Statement

 

EB Pearls is committed to maintaining a fair, inclusive, and gender-equitable workplace in line with the Workplace Gender Equality Act 2012 (Cth).

1. Purpose

At EB Pearls, we believe that a diverse, equitable, and inclusive workplace is essential for innovation, high performance, and long-term success. This policy outlines our commitment to gender equality and ensures that all employees—regardless of gender identity or expression—have fair access to opportunity, recognition, and advancement.

2. Scope

This policy applies to all employees, contractors, and job applicants at EB Pearls, across both our Australian headquarters and our Nepal delivery centre.

3. Policy Statement

EB Pearls is committed to:

  • Creating an inclusive workplace culture that supports gender diversity at all levels

  • Eliminating gender-based discrimination, harassment, and bias

  • Supporting equal access to recruitment, development, promotion, and leadership opportunities

  • Ensuring pay equity through regular analysis and review

  • Promoting work-life balance through flexible work practices and parental support

  • Complying with the Workplace Gender Equality Act 2012 (Cth) and associated reporting obligations

4. Key Principles and Commitments

a. Recruitment and Selection

  • All job advertisements must use inclusive, gender-neutral language

  • Shortlisting and interviews must aim for gender balance (e.g. 30%+ target for underrepresented genders)

  • Interview panels should be diverse where possible

  • All roles at EB Pearls are open to flexible work by default

b. Development and Promotion

  • Career development opportunities are offered equitably across genders

  • Promotions and talent reviews are based on transparent, criteria-based assessment

  • We monitor gender representation across senior and leadership roles

c. Pay Equity

  • Gender pay gap analysis is conducted annually using our payroll and HRIS systems

  • Any unexplained gaps are reviewed and, where needed, corrected

  • Salary bands by role level are maintained to promote transparency and fairness

d. Parental Leave and Flexible Work

  • We offer:

    • 12 weeks paid parental leave for primary carers

    • 2 weeks paid leave for secondary carers

    • Flexible work arrangements for all employees

  • Return-to-work plans and coaching support are available to new parents

e. Training and Culture

  • Inclusive leadership and unconscious bias training is provided to all hiring managers

  • Gender equality and respectful behaviour are covered in employee onboarding

  • Regular internal communications reinforce our equity values

5. Monitoring and Accountability

  • Gender equity metrics (e.g. pay gap, leadership representation, parental leave uptake) are reviewed quarterly

  • An annual gender equity report is reviewed by the Executive Team

  • Our compliance report is submitted to WGEA each May, and outcomes are shared with staff

6. Responsibilities

Role Responsibilities
Executive Team Sponsor gender equity targets and embed into company strategy
People & Culture Policy implementation, data tracking, reporting, training
People Managers Apply inclusive hiring, promotion, and support practices
All Employees Foster respectful, inclusive team environments

7. Reporting and Feedback

Any concerns about gender bias, harassment, or discrimination can be raised through:

All concerns are treated confidentially and addressed under our Respect@Work and Discipline policies.

8. Review and Updates

This policy will be reviewed annually, or earlier if legislation or organisational needs change. Feedback is encouraged and can be submitted to People & Culture.

Contact Us

If you have questions or would like further information about our approach to modern slavery:

People & Culture Team
- hr@ebpearls.com.au
- www.ebpearls.com.au