Workplace Gender Equality Agency Employer Statement

WGEA Employer Statement

Karlka Recruiting Group (KRG) was established as a joint venture with the Karlka Nyiyaparli Aboriginal Corporation (KNAC) to connect Indigenous and non-Indigenous communities and businesses. KNAC’s focus is to preserve and protect Nyiyaparli culture, heritage and Native Title Land. KRG partners with government, industry and local Indigenous communities as an Indigenous-owned and Supply Nation Registered organisation to increase the rate of Indigenous employment and create lasting social and economic change.

Our purpose is to build careers and connections across Australia between our clients and candidates with a people-first approach.

This Employer Statement provides context for KRG’s WGEA gender pay gap results and outlines the practical actions we are taking to support gender equality, fair employment outcomes and continuous improvement across our workforce.

Our commitment

KRG is committed to taking purposeful action on gender equity and narrowing the gender pay gap. We acknowledge that at times gender pay gaps may relate to the rates set to pay for casual labour hire workers and the composition of our labour hire workforce may change, sometimes significantly, each year.

Our progress

KRG’s results show improvement across all four published pay gap measures when compared with the previous reporting periods. While further progress is required, these results indicate that our focus on monitoring workforce composition and pay outcomes is contributing to gradual movement in the right direction.

Our total workforce includes predominately casual labour hire workers made up of 55% women and 45% men. Gender pay gaps are currently 13.3% in favour of men in non-manager roles (45% men non-managers vs 55% women), and 7.8% in favour of women in manager roles (60% women managers vs 40% men).

Metric	2022-23	2023–24	2024–25	2025–26
Average total remuneration	19.6%	17.3%	19.2%	13.3%
Median total remuneration	26.0%	1.2%	20.0%	0.7%
Average base salary	20.3%	17.4%	19.9%	13.3%
Median base salary	25.6%	1.2%	22.8%	0.7%

• Average total remuneration pay gap reduced by 4.0% from 17.3% (23-24) to 13.3% (25-26)
• Median total remuneration pay gap reduced by 0.5% from 1.2% to 0.7%
• Average base salary pay gap reduced by 4.1% from 17.4% to 13.3%
• Median base salary pay gap reduced by 0.5% from 1.2% to 0.7%

We recognise that the gender pay gap is not the same as equal pay for equal work. It is a workforce-level measure influenced by the types of roles people perform, representation across job levels, employment arrangements, remuneration settings and changes in workforce mix during the reporting year.

Understanding our results

As a labour hire and recruitment business, KRG’s workforce profile can change significantly from year to year depending on client requirements, contract activity, role types and market conditions.

Pay outcomes may be influenced by award, market or client-directed rates for casual labour hire workers, as well as the mix of roles filled during the reporting period.

The inclusion of payroll service contractor arrangements can also affect reported outcomes where external client or contract settings influence remuneration.

KRG will continue to review workforce composition, recruitment patterns and pay outcomes to better understand the drivers of its gender pay gap and identify targeted improvement opportunities.

Actions we are taking

• Review gender pay gap results annually and consider both base salary and total remuneration outcomes with our recently completed Gender Pay Gap Analysis.
• Continue analysis of workforce composition by gender, role type, employment arrangement and level to identify structural drivers of pay gaps.
• Continue to support inclusive recruitment practices for KRG, clients and candidates, including equitable shortlisting and placement processes.
• Continue to monitor remuneration settings where KRG has direct influence and escalate identified anomalies for review.
• Continue to promote flexible work, respectful workplace practices and inclusive career pathways that support attraction, retention and progression for all genders.

Governance and accountability

KRG will continue to share its WGEA results with leadership and use the findings to inform practical action planning. We will monitor progress annually, review the effectiveness of our initiatives and strengthen data collection and analysis where this will improve decision-making.