2025 WGEA Statement 

At VivCourt Trading, we strive to foster an inclusive and supportive workplace where everyone can thrive. As a company built on a people-first philosophy and owned by a charitable trust, we believe that creating a culture of equity, respect, and opportunity benefits our employees and the broader community.

From the outset, inclusion and belonging have been core to our culture and built into our people strategy. While we have policies and training to address bullying, harassment, and discrimination, we know that true inclusivity goes beyond policy—it’s about how we work, communicate, and support one another every day.   We believe this culture gives us an edge in a highly competitive environment and allows people to show up and be authentic. 

We are committed to gender equality and are proud of the initiatives we have implemented so far. However, we recognise there is still work to be done. Below are some of the key areas we are focused on:

Addressing the Gender Pay Gap

The gender pay gap reflects differences in the average earnings of men and women across our business, influenced by the underrepresentation of women in trading and IT-related roles. This is a challenge across the industry, particularly when recruiting from STEM backgrounds.

However, when it comes to remuneration, promotion, and career opportunities, we ensure that individuals in similar roles performing similar work are paid equitably, regardless of gender. Increasing female representation in trading and IT is a key focus for us —and ensuring that everyone thrives in their careers remains a priority.

Attracting More Women to Trading & IT

To increase female representation, we have focused on:

• Targeted Recruitment – Diversifying our talent pools and adjusting hiring strategies to attract more female applicants.
• University Partnerships – Sponsoring women in STEM societies across Australian and New Zealand universities and participating in industry events. This includes reviewing the demographic composition of each society to ensure diverse representation.     
• Proactive Sourcing – Actively identifying and engaging female candidates for both graduate and experienced roles.

Throughout our recruitment, we aim to adopt:

• Bias-Free Assessment – Implemented structured interview processes with clear criteria for all roles and unconscious bias training for hiring teams to ensure fair and consistent evaluations.
• Use of Standardised Tests – We have introduced and used standardised testing assessments in IT and Trading recruitment to ensure selection decisions are based on performance and capability rather than factors such as educational background, gender, or other demographic attributes.

Creating a Supportive & Inclusive Workplace

Progressive Parental Leave & Flexibility

VivCourt has introduced a progressive paid parental leave policy for all employees, regardless of gender. Encouraging both parents to take leave has led to higher-than-benchmark uptake by men, normalising shared caregiving responsibilities and contributing to greater workplace equity.

We also provide:

• Return-to-Work Coaching – In partnership with one of our charity partners, we support parents transitioning back into the workforce.
• Flexible Work Arrangements – We have more men working part-time or flexibly than industry benchmarks, reinforcing our commitment to work-life balance for all employees. 
• Hybrid work option:  We offer a hybrid model that balances in-office collaboration with remote flexibility for better work-life harmony.  

Employee Wellbeing & Retention

• Employee Assistance Program (EAP) – Ongoing mental health and well-being support for all employees.
• Ongoing Cultural Development – Ensuring that inclusivity remains embedded in all aspects of our workplace culture.

Looking Ahead

While we are proud of the steps we have taken, we acknowledge that real change requires sustained effort. Gender equality is a journey, and we are committed to continuous improvement, transparency, and action.