At SAP Australia, our people are at the heart of our operations, and we’re committed to promoting gender equality, diversity, and inclusivity in everything we do and that starts with pay equity.

In 2022, we implemented a global compensation framework targeted at all employees, which provides consistent and transparent job structures, meaning our employees are paid fairly no matter what role they’re in.

To make our fair pay vision and practices a day-to-day reality, we ensure salary transparency, real-time insights, and tools for managers through SAP SuccessFactors Human Experience Management. The platform provides employees with the ability to see the salary range of their job family and their location.

Furthermore, we leverage the Annual Compensation Review process to identify and address gender pay gaps. This alongside annual pay adjustments to align with salary range minimums has helped us to reduce the gender pay gap over the last few years.

We recognise however it isn’t just pay equity, but also ensuring women have the opportunities and pathways to move into management and leadership roles, which we’re already doing through a number of programs and initiatives to empower women in the business. This includes:

  • Business Women’s Network: The largest employee resource group at SAP, with more than 15,000 members around the world, it helps women advance their careers and the company’s business. Empowerment through connection allows the group to share professional insights, best practices, education, and experiences.
  • Women to Watch Program: A career development project for women which aims to grow the bench for women in management and empower them with the skills to navigate and grow their careers. The program, which was established in 2022, aims to build greater visibility into female talent within the business and support equitable talent investments and decisions including promotion into management. We’re already making good progress to do so, with 40% of women in management at SAP Australia and New Zealand.
  • Women in Tech: A program that provides women with opportunities for networking, upskilling opportunities, and possibilities to demonstrate their business expertise. For example, we provide dedicated speaker enablement sessions for women hosted by professional coaches and trainers, helping female talent improve their speaking and presentation skills.

We also do what we can to create a safe and inclusive workplace for all, including through:

  • Two-way conversations on gender equality: We consult with our employees on issues concerning gender equality and have implemented formal policies and strategies to prevent and respond to sexual harassment and discrimination.
  • Fair hiring process: We ensure a fair hiring process, ensuring gender parity and other diverse representation in the interview process. We also ensure a gender balanced interview panel that includes different generations, identities, and backgrounds to reduce unconscious bias and highlight our inclusive culture. We also look for “culture contribution” instead of “culture fit” to reduce our blind-spots and bring new ideas and innovation to SAP.
  • Paid parental leave: We proudly offer 22-weeks of employer-funded parental leave and provide superannuation for the full paid and unpaid parental leave duration. We actively promote women’s advancement while on parental leave and practice unbiased hiring, with a focus on attracting more females into our company through our culture of flexible working practices.

We’re proud of the steps we’ve taken to close the gender pay gap and are committed to setting the standard for gender equality in the Australian technology sector, fostering an environment where all employees can thrive and succeed.

To learn more about how SAP’s enterprise approach to fair pay led to quantifiable results and helped shift employee perceptions, read here.