Dyson Australia Gender Pay Gap Report 2025

The gender pay gap is the difference in average earnings between women and men in the workforce. It is not to be confused with women and men being paid the same for the same, or comparable, job. Our Dyson Australia figures for 2024 are based on a single snapshot date in March 2024.

The average total remuneration gender pay gap for Dyson Australia is 18.7%, in line with the mid-point of all employer GPG’s in the Comparison Group which is also at 18.7%. Dyson Australia’s median total remuneration GPG is 7.4%.

The gender pay gap for Dyson ANZ is attributed to the higher proportion of men in Key Senior Management positions. The representation of women in our manager workforce is 56% and our Non Manager workforce, including our Customer Service and Retail workforce, is 64%.

What are we doing to close the gap?

We recognise the need to support our female leaders to progress to the highest levels of our organisation and are focused on increasing the representation of women in Leadership Roles. This is borne out in the data which shows 59% of appointments to manager roles in Australia, including promotions have been female.

In 2024 we designed and delivered a range of internal programmes to increase the representation of talent at all levels across the organisation. Our ASPIRE programme is focused on the development of our female future leaders. Alongside formal development programmes, we have employee networks that run training sessions, round-table discussions and speaker events to support different groups across the organisation. These employee networks remain focused on driving initiatives around gender and equality, families and caring and health and wellbeing. Our free Employee Assistance Program, partnership with Parents at Work Australia and our Domestic and Family Violence Policy support our people to balance their work and family and caring responsibilities, as well as providing support in a crisis.  

When attracting new talent, we review our job advertisements to make sure they use gender neutral language and offer a competitive benefits package which appeals to a wide range of candidates. Our enhanced parental leave pay, additional leave opportunities and mentoring programmes seek to bring diversity and inclusion to the forefront and promote a sense of belonging at Dyson.

Our Global Commitment to Diversity and Inclusion

Dyson is driven by innovation, and this innovation is fuelled by different minds across the workforce coming together to solve problems and represent our customers’ needs. Since launching our internal Diversity and Inclusion Strategy in 2022, we have focused on increasing the representation of women in leadership positions globally. In 2024, across all global senior management, 43% of appointees identified as female.

In 2024, we continued our focus on developing and sustaining our programmes in line with our Global Diversity, Inclusion and Belonging strategy. Our strategy aims to (1) build inclusive teams (2) diversify our workforce and (3) bring Diversity, Inclusion and Belonging to the forefront.

In 2024, for the second consecutive year, Dyson was recognised as one of the ‘World’s Best Employers’ (+61 places) and ‘World’s Top Companies for Women’ (+46 places) by Forbes Magazine. In the Americas, Dyson was named as one of DiversityInc’s Top Regional Workplaces for Diversity. Additionally, Dyson Japan received ‘Best workplace’ certification from the D&I Award, Japan's largest award for recognizing companies that are committed to diversity and inclusion. Our Women’s Leadership Development Programme has been a success and was recognised at the Singapore Employee Experience Awards, winning an award in the ‘Best Women Leadership Programme’ category. These awards are welcome recognition of our commitment to action and development of programmes in the Diversity and Inclusion space.

We are determined to do more to see real change across our company globally and in Australia. We will honour our commitment to continue delivering in this space, both locally and globally, so that together we can bring Diversity, Inclusion and Belonging to the forefront of everything we do.