Gender equality is a workplace issue, an economic issue, and a values issue. This policy sets out how we approach it across composition, pay, flexibility, safety, and how we listen to our team
Why this matters at Digit
Workplace gender equality isn't just a compliance question. It shapes who feels welcome, who gets to lead, who gets paid fairly, and who feels safe enough to do their best work. We think every business has a responsibility to do this well - regardless of whether the law requires them to report on it
Voluntary alignment
Digit is not required to report under the Workplace Gender Equality Act 2012, which applies to employers with 100 or more employees. We voluntarily align our practices with the Act's framework - including the six Gender Equality Indicators that govern composition, governance, pay, flexibility, consultation, and the prevention of harassment and discrimination - because we think every business should be doing this work, not just the ones the law captures
Who's here
The composition of a team tells you what a workplace actually values. We're proud that women lead our business at every level - from our team overall through to those who manage and develop others
The majority of our team are women, and the majority of our leadership - those who manage and develop other team members - are also women. This isn't the result of a quota; it's the result of hiring the right people for the work, and creating an environment where they choose to stay and grow
Digit is founder-led and does not currently have a formal board of directors. Strategic and governance decisions sit with the leadership team, where women are in the majority. As Digit grows, any future governance structure will be designed with gender balance as a deliberate consideration
Equal pay
Equal pay for equal work isn't an aspiration. It's a legal requirement in Australia, and a baseline we hold ourselves accountable to in every hiring and remuneration decision
We operate on equal pay for equal work, with set levels and small variations within them based on tenure and performance. This applies across all roles, all locations, and all employment types
Annual analysis confirms this is working in practice. Across every level where men and women work in the same role, pay differences sit between 0% and 5% and don't systematically favour either gender. Across the broader team, women earn slightly more than men on average - a small gap leaning the opposite direction to the national average
Our broader pay floor is set by our living wage commitment, detailed in our Community and Social Responsibility policy
Flexibility, leave, and family support
How a workplace handles caring responsibilities, parenthood, and life outside work tells you whether it sees its people as whole humans or just as labour. We aim for the former
Flexibility is core to how we operate. Our team works across Australian and Philippine time zones, with arrangements that suit individual circumstances - including hybrid and remote work, flexible start and finish times, and the ability to step away when life demands it
We currently provide parental leave at the statutory minimum under the Fair Work Act and the Australian Government's Paid Parental Leave scheme. We acknowledge this is an area where leading practice goes further, and we'll review our parental leave provisions as the business grows
Family and domestic violence leave is provided in line with the statutory entitlement of 10 days paid leave per year. Anyone affected can speak in confidence with a member of the leadership team to access this support
Safety and respect
No one should have to choose between doing their job and feeling safe. A workplace that doesn't take harassment seriously isn't a workplace - it's a liability for the people who work there
We have a written policy covering sexual harassment, harassment on the ground of sex, and discrimination. The policy applies to every team member, contractor, supplier, and client interaction, in every location in which we operate
Concerns can be raised confidentially with any member of the leadership team or with the team member's direct manager. Where the concern involves a member of leadership, the matter can be raised with another leader or directly with the founder. No one suffers detrimental treatment for raising a concern in good faith
We treat this as a non-negotiable - the obligation to maintain a safe workplace takes priority over commercial, scheduling, or relational considerations
How we listen
You can't improve what you don't hear. Consultation isn't a separate process for us; it's part of how we work day to day
Regular one-on-ones between team members and their managers are the primary channel for ongoing feedback. These cover not just the work, but how someone is experiencing the workplace - including any concerns about fairness, equity, or culture
Anyone in the team can raise issues directly with leadership at any time. We don't run formal anonymous engagement surveys today, and we recognise this is something we may introduce as the team grows. For now, accessibility and trust are how we make sure feedback flows
Compliance
A policy without review is just a document. If we're going to make commitments publicly, we should be able to show that we're keeping them
We communicate this policy to all employees to ensure a broad base of understanding, and monitor business decisions to ensure it is being consistently applied
We conduct an annual review of compliance with this policy. The results are shared with the leadership team, and employees where appropriate. Where we identify areas where our practice doesn't yet match leading practice - parental leave provisions and structured consultation - we set out a path to close those gaps
Last updated - May 2026