Workplace Gender Equality Agency Employer Statement

Play Matters Australia (PMA)

Play Matters Australia (PMA), established in 1973 by women who recognised a community need, enriches lives through the power of connection and play. Guided by our values — creativity and fun, collaboration, inclusivity, accountability, and contemporary practice — we remain committed to fostering an equitable, supportive, and inclusive workplace for all employees. Achieving gender equity is integral to our vision of playful, connected communities and for delivering impactful services to the children, families, and communities we serve.

Our Workforce and Context

PMA’s workforce is predominantly female, reflecting the nature of our community-based services. We operate outside of formal education and regulated early childhood education and care (ECEC) sectors, uniquely supporting children, families, and communities through a hub-and-spoke model. Our workforce includes paid employees, volunteers, and contractors, most employed under the Social, Community, Home Care and Disability Services (SCHADS) Award.

Our Gender Equality Performance

Gender Pay Gap: 
Our average total remuneration gender pay gap decreased from 11.0% last year to 0.7% this year, outperforming the industry mid-point of 4.0%.
Our median total remuneration gender pay gap shifted from 13.6% to -7.6%, reflecting a continued improvement in pay equity at the median level.

Leadership Representation: 
PMA continues to be led by a female Board Chair and female CEO, with our current Board now comprising 100% women.  During the 2024 reporting period, our Board composition was 75% women, and we recognise the importance of working towards a more gender-balanced Board over time.

Flexible Work: 
We offer flexible arrangements exceeding legislative requirements, including remote work and adjustable hours, which employees consistently value.

Actions Taken in 2024-2025

We have strengthened our commitment to equity and safety through the following initiatives:

1.    Revised our Sexual Harassment Policy and developed a Sexual Harassment Prevention Plan aligned with Queensland legislation, approved by the Board.

2.    Maintained sexual harassment prevention training into induction for all new employees.

3.    Engaged staff in policy development and established an anonymous feedback mechanism.

Our Path Forward

PMA is committed to continuous improvement in gender equity and inclusion. Over the coming years, we will progress several key initiatives. We have scheduled an Award analysis for FY27 to align with SCHADS Award changes and are currently developing a remuneration policy to ensure fair and transparent pay practices.  Our Employer Statement has been completed, and we have strengthened policies against sexual harassment, with a revised policy and prevention plan now before the Board for approval. We have also fostered transparency by sharing reports with stakeholders. Looking ahead, we will consider paid parental leave and explore gender equality questions in engagement and exit surveys. Diversity, equity, and inclusion (DEI) will become a standing agenda item at operational meetings, supported by our newly established DEI Circle and Action Plan. 

You can view our full responses to the Workplace Gender Equality Agency Employer Public Report HERE.