Today’s Australian Workplace Gender Equality Agency (WGEA) data confirms what we know: we must accelerate the work we are doing to strengthen female representation in our upper ranks.
While it takes time to develop a partner, our pipeline of female talent and new hires is strong. In 2025, we achieved a 94% retention rate for female managers. At the end of the year, we made two partner promotions across the region; both were female and based in Australia.
This remains a strategic priority for the Australian partner group, and we are fully committed to sustaining momentum.
2026 Oliver Wyman Australia gender pay gap figures and drivers
For the 2024-2025 WGEA reporting period, published in March 2026, our median total company pay gap is 39.5%, and our median base salary company gap is 45%. Our mean total company gap is 53.6%. It’s important to note that the company gender pay gap is not the same as a like-for-like pay gap, or unequal pay, which refers to paying men and women differently for performing the same work.
The exhibit divides the total renumeration (full-time equivalent pay) of all employees into four equal quartiles. The proportionally larger representation of men in the upper quartile remains a core driver of our firm’s pay gap.
We remain committed to deploying a wide range of interventions to support gender inclusion at our firm, focusing on establishing and amplifying policies and programs that enable women — including working mothers — to maintain a sustainable and long-term career in consulting.