TEG WGEA Employer Statement
This statement supplements the gender pay gap data published by the Workplace Gender Equality Agency (WGEA), providing further context on TEG and our commitments to equality in the workplace.
Background and Insights
TEG is a Global leader in Live Entertainment, Ticketing, Digital & Data. In recent years we have welcomed many new members to the TEG family of businesses by expanding into new markets, genres and capabilities.
Our workforce has been shaped by business acquisitions, a key factor contributing to our gender pay gap for FY24, yet we have consistently maintained a balanced gender distribution, with women representing 53% of our total workforce.
We have strategically concentrated on areas that have traditionally been underrepresented, increasing the representation of women in our Technology team to 46%. Additionally, we have prioritized recruiting female talent within our Live Entertainment business, resulting in 54% female representation.
Equal pay is implemented for women and men performing the same role across TEG. However, there are relatively few roles that fall under this comparison. TEG’s diverse portfolio, spanning Ticketing, Live Content, and Digital & Data, results in a wide range of roles across the group, reflecting the variety of work involved.
Key drivers of FY24 gender pay gap
The change in our gender pay gap this year is mainly due to updated reporting requirements for the 2023-2024 period. Additionally, a business acquisition this year in our Sports events division has impacted the figures.
If we excluded these factors, our gender pay gap would decrease to 22.2%, which is 0.4% higher than the WGEA total remuneration average gender pay gap of 21.8%.
TEG Programs
At TEG a balanced workforce where everyone belongs, supported by processes and policies which advocate this, is at the heart of our strategy. Embracing diversity, equity and inclusion is one of TEG’s core organisational values. TEG has the following programs in place across the group to support the development and representation of women:
Employee led Diversity, Equity, and Inclusion Forum whose members shape and influence priorities and programs.
DE&I initiatives focused on supporting the acquisition and advancement of female talent.
Paid parental leave for primary care givers (both female and male).
Access to flexible working options, including the ability to work up to one day per week from home and to work alternative business hours.
Key talent and succession planning involving a gender specific lens of review.
Annual remuneration pay equity review, ensuring equal pay in like for like roles.
Ticketek Academy which is a 2+ year program to support and develop our people.
New Female Leadership Development Program for Live Entertainment Division – in 2025.
Approval for a new Head of Training and Development position to continue to provide equitable opportunities for all team members to contribute, develop and succeed – currently recruiting.
The option to purchase two weeks additional leave each year – scheduled for implementation in April 2025.
TEG is committed to creating an environment where everyone, regardless of gender, can be their best.
