Port Waratah Coal Services' average total remuneration gender pay gap stands at 13.8% in the 2022-23 reporting period, a reduction from 16.1% in 2020-21 despite being a male-intensive industry.
Similarly, the median total remuneration gender pay gap is now 21.8%, down from 24.0% in 2020-21.
"Several factors contribute to our gender pay gap and we are actively working to address them," PWCS said.
"This includes low female participation in our workforce, underrepresentation of females in higher-paid leadership and technical roles and roles that attract allowances."
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PWCS said its commitment to closing the gap involved setting specific goals and implementing initiatives to boost female workforce participation.
This includes initiatives such as attracting and placing more females in non-traditional roles, offering parental leave and flexible work arrangements to both genders and mitigating the impact of parental responsibilities on pay equity.
"We are pleased to report progress in narrowing the gender pay gap over the last few years," PWCS said.
"There has been a steady increase in female representation across various parts of our business.
"This positive momentum reflects our ongoing dedication to creating a more inclusive and equitable workplace."
