We’ve made a dent in our gender pay gap
In 2024 (our most recent reporting period), AMSA’s median total remuneration gender pay gap was 26.7%. We are proud to report a 3.7% reduction since the previous reporting period. This is a positive step forward, and we remain committed to reducing our gender pay gap further each year.
Understanding our pay gap
Across AMSA, women continue to be highly represented in lower‑paid, generalist and administrative roles, while men remain concentrated in higher‑paid technical and specialist occupations. The largest gaps persist within AMSA’s most technical areas. Many of these technical roles require extensive seafaring experience and specialist tertiary qualifications. This presents a structural challenge for AMSA because:
- Women make up only 1% of the active global seafaring workforce (Women in Maritime Survey 2024).
- Low turnover in AMSA’s most technical areas limits opportunities to improve representation.
- Average tenure in these roles is 8–10 years, compared with around 6 years in other parts of the organisation.
Although some factors influencing our gender pay gap are longstanding and industry wide, others can be addressed through deliberate and sustained action. We are doing exactly that.
Taking action
We are committed to strengthening gender equity, diversity and inclusion at every level of AMSA. A major focus of our work is on how we recruit, develop and retain our people, ensuring women are supported and included across all parts of the organisation.
In 2025, we made gender equity and inclusive recruitment training mandatory for senior leaders and achieved 100% compliance.
In 2026, we refreshed our Gender Equity Action Plan 2022–2027 to continue driving long‑term, meaningful change. We are now tracking and measuring progress against additional objectives and initiatives, including:
- embedding our new One AMSA values of inclusive, respectful, innovative, collaborative and accountable
- introducing recruitment panel training to challenge gender bias
- strengthening reporting through quarterly diversity and inclusion analysis to senior management and the Board.
- improving recruitment, promotion and retention processes to ensure they are equitable and free from gender bias
- tracking gender composition throughout the recruitment process
- expanding our understanding of flexible work to support diverse needs and work–life balance (it’s more than just working from home)
- applying inclusive parental leave provisions so all new parents, regardless of gender, have fair access to leave
- rolling out People Manager 101 training to grow and support people manager capability.
Our ongoing commitment
AMSA’s leadership team remains strongly committed to gender equity and to taking the necessary actions to reduce the gender pay gap. We know progress requires persistence, transparency and accountability, and we are committed to all three.
We recognise that meaningful change takes time. AMSA will continue to be transparent about our challenges, accountable for our progress, and deliberate in our actions.
By addressing structural barriers, strengthening leadership accountability, and embedding gender equity into workforce decision‑making, AMSA is working towards a more equitable and sustainable future for our people and the communities we serve.