McLarens Australia – Gender Pay Gap Statement

McLarens Australia – Gender Pay Gap Statement

At McLarens Australia, we are committed to fostering a diverse, equitable and inclusive workplace where all people can thrive and feel valued. We believe a balanced and representative workforce strengthens our business, enriches our culture and supports better outcomes for our clients, communities and people.

One important aspect of workplace gender equality is the gender pay gap, which is reported annually to the Workplace Gender Equality Agency (WGEA). The gender pay gap measures the difference between the average and median total remuneration of women and men across an organisation, regardless of role, seniority or function — and is not the same as equal pay for equal work. Equal pay for equivalent roles is a legal requirement and something we rigorously uphold across McLarens through structured remuneration review processes.

Our gender pay gap results and context

McLarens Australia’s reported gender pay gap includes our McLarens Aviation division but does not include all related brands operating in Australia. Our gender pay gap reflects the structure of our workforce, in particular:

• A higher proportion of men in senior technical, adjusting and leadership roles which attract higher total remuneration
• A higher proportion of women in support and junior roles

These workforce composition factors are consistent with broader industry and national patterns seen across financial and insurance services.

What we are doing

We recognise that our gender pay gap is higher than we aspire to be and are committed to meaningful and sustained progress.

Our focus is on long-term structural improvement, including:

1. Strengthening initiatives to attract, retain and support diverse talent, with particular focus on increasing female representation in adjusting and senior leadership roles.
2. Supporting career progression and internal mobility to ensure equitable access to development opportunities; we have achieved a year-on-year increase in promotion of female employees since 2022.
3. Local Diversity, Equity & Inclusion (DE&I) champions and committees operate throughout our regions to drive engagement, education and action.
4. Conducting regular and robust remuneration analysis and internal salary benchmarking to ensure equitable compensation packages

McLarens Australia Workforce Composition

Source: McLarens Australia as at 31 March 2026

For further information please contact australia@mclarens.com