Our commitment
At TSA, we are proud of our inclusive and diverse workplaces and value the different backgrounds, experiences and perspectives our team members bring to their work in delivering on the needs of our clients and the customers we serve.
We are committed to equitable and fair remuneration practices which are free from gender bias. We promote recruitment, development and career progression processes based on merit-based principles which also support the representation of women across all levels of our organisation.
As part of our commitment to transparency and ongoing improvement, we have prepared this statement in connection with our Workplace Gender Equality Agency (WGEA) reporting for the 2025 reporting period.
Female representation is also strong across our manager cohort.
Gender pay gap insights
Our gender pay gap for the 2025 reporting period is 7.9%.
The gender pay gap is largely attributable to the higher male representation in our professional and specialist roles. Remuneration levels for these functions and roles are heavily influenced by skill and experience, which in some areas is particularly specialised, together with broader industry salary benchmarks.
Our review has also identified an opportunity to further analyse and evaluate our incentive structures to address factors that may unintentionally impact the earnings outcomes of women in our workforce.
TSA’s Executive Leadership Team was predominantly comprised of men in 2025 which also contributed to the gender pay gap outcome.
Our progress over the last year
In the last year we have focused on strengthening internal policies, processes and practices which foster inclusion and diversity, which includes the attraction, career development and retention of women in our organisation. These activities have included:
- Reviewing our flexible work arrangements and improving how our team members access flexible work practices including remote or hybrid working, part time work or adjustments to working hours
- Promoting the availability of workplace supports and reasonable adjustments in our recruitment practices
- Implementing an integrated human capital management system with enhanced analytics capability to inform a data informed approach to our gender equity opportunities and goals
- Enhancing the quality of our remuneration gap analysis to guide areas of focus and measures of success
Our ongoing commitment
We acknowledge there is more work to be done in the coming year to continue to narrow the gender pay gap through measurable actions which will make a difference for our employees.
We have identified a number of actions to improve gender equality outcomes across our organisation:
- Developing strategies that will have a positive impact on the gender composition of our professional and specialist cohort
- Design and test incentive scheme structures that are applicable to our differing delivery teams to ensure relevant criteria, and their application, translate into equitable remuneration outcomes across genders
- Reviewing our Respect at Work Policy and Action Plan
- Reviewing and refreshing our Respectful Workplace Behaviour Policy and supporting learning and development materials
- Continuing to build internal capability and awareness of our psychosocial risk and hazard management framework
- Implementing safety initiatives that develop the skills of our frontline employees in managing complex customer behaviours and improving the overall resilience of our workforce.
TSA are Australia’s market leading specialists in CX Consultancy and Contact Centre Services. We are passionate about revolutionising the way brands connect with Australians. How? By combining our local expertise with the most sophisticated customer experience technology on earth, and delivering with an expert team of customer service consultants who know exactly how to help brands care for their customers.