Today, the Workplace Gender Equality Agency (WGEA) will publish the gender pay gap data of Australian employers with more than 100 employees. With our core value of ‘open company, no bullshit’, we welcome efforts that encourage greater responsibility, ensuring that we’re all accountable for driving the change and progress we know needs to happen across our company and the tech industry.

The gender pay gap measures the difference between the average earnings of men and women, irrespective of role or seniority – this is often referred to as an unadjusted pay gap. Atlassian’s median total remuneration gender pay gap is 18.1%, and our median base salary gender pay gap is 17.4%. In this context, the median compares the earnings of the middle-ranking man to the middle-ranking woman.

Our gender pay gap is not a result of equal pay issues. In FY23, we conducted our first global pay equity audit – comparing salaries and earnings across similar roles, levels, and locations (often referred to as an adjusted pay gap). We found that Atlassians doing like-for-like work are paid fairly and equitably, regardless of gender.

How will we reduce the unadjusted pay gap?

While pay equity remains our focus for measuring equitable pay outcomes, we are fully committed to reducing the unadjusted pay gap by increasing the representation of women in technical and senior roles. We recognise that women have been historically underrepresented in STEM, both at university and within the tech industry for many years. Our priorities as we work toward equal and continued equitable pay across all underrepresented groups include:

  • Annual Pay Equity Audit: Continue conducting pay equity audits (reviewing pay at the same level/job) following our annual review process to ensure transparency.
  • Strategic Programs and Partnerships: Continued investment in organisations supporting underrepresented groups in our industry to increase representation across our hiring pipelines. This includes programs like UnstoppableYou, supporting young women to overcome barriers that help them remain with their chosen STEM study path; Girls Programming Network which runs free coding workshops for high school girls, and student societies that engage women and non-binary STEM students to pursue technology careers.
  • Early Career Programs: Focusing on gender diversity among graduate and intern cohorts at Atlassian. Representation of women in our grad program has grown ~25% since 2020 and women have consistently represented 48-50% of our intern cohorts over the last four years.
  • Inclusive and Equitable Management Tools: Embedding anti-bias principles and techniques across our talent programs including performance management to support fairness and opportunity for career development across the employee lifecycle.
  • Employee Resource Groups (ERGs): Supporting our ERG communities as they partner with the business to foster inclusive spaces that aid in the retention and promotion of underrepresented talent.

We also believe that having a fully distributed team contributes to a more diverse candidate pool and opportunities to increase the representation of women, and other underrepresented groups across our workforce.

We will continue to invest and prioritise creating an equitable and inclusive workplace where each and every Atlassian can show up and do the best work of their lives. We are confident that the strategic, long-term work we are doing, will unleash the potential of our team, and we will continue to share our journey and learnings along the way in our annual Sustainability Report.

Addressing the gender pay gap at Atlassian