Pay Equity Compliance

Ireland Gender Pay Reporting

Globalization Partners International Ireland Limited (“G-P”) Gender Pay Gap Report (Snapshot Date: 1 June 2025)

Background

The Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) Regulations 2024 (“the Regulations”) came into effect in 2024 and require that employers with 150 or more employees analyse and publish data showing their gender pay gap, across certain prescribed metrics for hourly and bonus pay.

In this report, as required by the Regulations, G-P discloses the median and mean (average) pay gaps between male and female’s hourly pay and bonuses, and the percentage of males and females receiving benefits in kind.

Irish businesses can choose their own snapshot date and must report data on their employee gender pay gap based on the preceding 12-month period. G-P chose 1 June 2025 as the snapshot date. Businesses are also required to distinguish between the gender pay gaps for full-time, part-time and temporary roles; however, this report will not make such distinction as all employees on the snapshot date were employed on a full-time basis.

As of the snapshot date, G-P employed 192 employees for the purposes of the Irish gender pay gap reporting regulations. Of these employees:

128 identified as male;

62 identified as female;

1 did not respond; and

1 did not wish to disclose.

Gender Pay Gap Figures:

The tables below display the figures required by the Gender Pay Gap Reporting Regulations for G-P on the snapshot date.

Gender Pay Gap Statistics: Current reporting year

Pay Quartiles: Current reporting year

Understanding the pay gap / Addressing the gap going forward

As of the snapshot date, there were 190 full pay relevant employees, of whom 128 identified as male and 62 identified as female, making up 67% and 33% of the workforce, respectively.

The data shows that there is an under representation of females in the upper and upper middle quartiles. However, G-P has made significant progress since 2023 with representation increasing from 23% to 32%. This is a result of G-P’s intentional action to recruit and promote women into senior roles, and retain women across the workforce.

The Irish Regulations require companies to report on the ordinary pay of employees, including those on maternity leave. G-P tops up maternity leave for its employees. However, where an employee has exhausted the maternity leave payment and remains on unpaid maternity leave, G-P is still required to include that employee’s data in the months they were on unpaid leave. This means that where some employees are on unpaid maternity leave, that data is included in calculating the hourly pay, which substantially lowers the resulting figure, and in turn will impact on the overall mean gender pay figure. However, this effect would be far more pronounced if G-P did not top up maternity leave payments for its employees, so the overall effect is a positive one.

Comparing the figures to previous reports, while there has been improvements in the median figure for hourly pay, the median figure for bonus pay, and the percentage of females receiving a bonus, the mean has increased. We continue to see males earning higher salaries at the highest levels of the organization, and see a need to focus on retention of female talent, particularly at higher career levels.

There is near parity in terms of opportunity to earn a bonus between males and females. However, the mean and median bonus pay gap is in favour of males. This may be a reflection of the fact that there are more males in higher paid roles relative to females and as a result this corresponds to the amount of bonus pay that they receive. There is also near parity in terms of female and male employees who received BIKs such as dental and medical insurance, which are made available to all employees in Ireland.

There is a positive trajectory in G-P’s reports since 2023. G-P plans to continue focusing on ensuring diverse candidate slates, specifically in tech. G-P will also continue to build upon career development initiatives with an aim of preparing females for higher levels within the company, and to understand what has led to attrition with the aim of improving retention among female employees.

Our annual gender pay gap reports are accessible on the company website.

This report has been reviewed and approved by:

Nicole Forbes, Globalization Partners International Ireland Limited

Globalization Partners Ireland Consulting Limited’s Gender Pay Gap Report (Snapshot Date: 1 June 2025)

Background

Globalization Partners Ireland Consulting Limited (“G-P Consulting”) provides an employer of record (EOR) solution for companies hiring employees in Ireland. G-P Consulting only employs individuals on behalf of G-P’s customers, who provide services to that customer (referred to as “Professionals”).

The Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) Regulations 2025 (“the Regulations”) came into effect in May and require that employers with 50 or more employees analyse and publish data showing their gender pay gap, across certain prescribed metrics for hourly and bonus pay. Given the headcount, 2025 is the first year that G-P Consulting has been required to report its gender pay gap figures for Ireland. G-P Consulting employs individuals who work for third party organisations. Therefore, any reporting is a snapshot of employees who work across various different sectors, rather than a like-for-like comparison.

As required by the Regulations, this report discloses the median and mean (average) pay gaps between male and female’s hourly pay and bonuses, and the percentage of males and females receiving benefits in kind.

Irish businesses can choose their own snapshot date and must report data on their employee gender pay gap based on the preceding 12-month period. G-P Consulting chose 1 June 2025 as the snapshot date. Businesses are also required to distinguish between the gender pay gaps for full-time, part-time, and temporary roles.

As of the snapshot date, G-P Consulting employed 147 employees for the purposes of the Irish gender pay gap reporting regulations. Of these employees:

94 identified as male;

48 identified as female; and

5 did not disclose.

Out of the 142 employees who disclosed their gender, four are part-time workers; and G-P Consulting calculated the mean and median pay gaps based on their hourly pay separately below.

Gender Pay Gap Figures:

The tables below display the figures required by the Gender Pay Gap Reporting Regulations for G-P Consulting on the snapshot date.

Gender Pay Gap Statistics: Current reporting year

Pay Quartiles: Current reporting year

Understanding the pay gap / Addressing the gap going forward

As of the snapshot date, there were 142 relevant employees, of whom 94 identified as male and 48 identified as female, making up 66% and 34% of the workforce, respectively.

Pay for Professionals is set by the relevant customer, not by G-P Consulting. Pay philosophies and practices vary from company to company, and resulting compensation rates and structures for professionals align to that of the relevant customer, not G-P Consulting.

G-P Consulting has customers across a broad range of sectors and as such there is significant variation in market practice on each base pay and bonuses between sectors.

G-P Consulting works with customers of various business sizes and revenue generation, which means pay and pay practices may vary depending on the revenue and size of the customer.

G-P Consulting employs Professionals at all levels of seniority and experience, which means pay varies significantly.

G-P Consulting employs Professionals who are located all over Ireland and those geographical differences may be reflected in pay as determined by the relevant customer.

The combination of these factors means that differences in pay between Professionals are impacted by myriad factors. The pay gap calculations required by the Gender Pay Gap Regulations do not recognise those differences and give a distorted view of G-P Consulting’s own pay practices.

G-P Consulting will take steps to provide awareness to customers of pay equity requirements so they can be considered by the customer when setting Professional pay rates.

G-P Consulting’s annual gender pay gap reports are accessible on the company website.

This report has been reviewed and approved by:

Nicole Forbes, Globalization Partners International Ireland Limited

Globalization Partners Ireland Gender Pay Gap Report (Snapshot date: 1 June 2024)

Background

Globalization Partners Ireland provides an Irish employer of record (EOR) solution for companies hiring employees in Ireland.

The Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) Regulations 2022 (“the Regulations”) came into effect in 2022 and require that employers who meet the employee threshold analyse and publish data showing their gender pay gap, across certain prescribed metrics for hourly and bonus pay.

In this report, as required by the Regulations, we disclose the median and mean (average) pay gaps between male and female’s hourly pay and bonuses, and the percentage of males and females receiving benefits in kind.

Irish businesses can choose their own snapshot date and must report data on their employee gender pay gap based on the preceding 12-month period. For Globalization Partners International Ireland Limited, we chose 1 June 2024 as the snapshot date. Businesses are also required to distinguish between the gender pay gaps for full-time, part-time and temporary roles, however this report will not make such distinction as all employees on the snapshot date were employed on a full-time basis.

As of the snapshot date, we employed 216 employees for the purposes of the Irish gender pay gap reporting regulations. Of these employees:

• 147 identified as male;
• 67 identified as female; and
• 2 did not respond.

Gender Pay Gap Figures:

The tables below display the figures required by the Gender Pay Gap Reporting Regulations for Globalization Partners Ireland on the snapshot date.

Gender Pay Gap Statistics: Current reporting year

Pay Quartiles: Current reporting year

Understanding our pay gap / Addressing the gap going forward

As of the snapshot date, there were 214 full pay relevant employees, of whom 147 identified as male and 67 identified as female, making up 69% and 31% of the workforce, respectively.

The data shows that there is an under representation of females in the upper and upper middle quartiles. This provides the potential for us to take intentional action to ensure diverse candidate slates, better enabling equal hiring and promotion of qualified women and enhancing representation across all roles.

The Irish Regulations require companies to report on the ordinary pay of employees, including those on maternity leave. Globalization Partners tops up maternity leave for its employees. However, where an employee has exhausted the maternity leave payment and remains on unpaid maternity leave, we are still required to include that employee’s data in the months they were on unpaid leave. This means that where some employees are on unpaid maternity leave, that data is included in calculating the hourly pay, which substantially lowers the resulting figure, and in turn will impact on the overall mean gender pay figure. However, this effect would be far more pronounced if Globalization-Partners did not top up maternity leave payments for its employees, so the overall effect is a positive one.

Comparing the figures to our 2023 report, while the mean gender pay gap using hourly pay has remained the same, we have seen significant improvement in the median gender pay gap using hourly pay, and the mean and median gender pay gaps using bonus pay.We have near parity in terms of opportunity to earn a bonus between males and females. However, the mean and median bonus pay gap is in favour of males. This is due to more males in higher paid roles relative to females which corresponds to the amount of bonus pay that they receive. Equal access to programs is provided, however, more females than males choose to participate in programs that result in receiving BIKs, such as dental and medical insurance, i.e. 90% of females compared to 76% of males).

To address the current gap, we will continue to focus on ensuring diverse candidate slates. We will also build upon career development initiatives with an aim of preparing females for higher levels within the Company.Our annual gender pay gap reports are accessible on our company website. This report has been reviewed and approved by:

Nicole Forbes, Globalization Partners International Ireland Limited

Globalization Partners International Ireland Limited’s Gender Pay Gap Report (Snapshot date: 1 June 2023)

Background

We provide an Irish employer of record (“EOR”) solution for companies hiring employees in Ireland.

The Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) Regulations 2022 (“the Regulations”) came into effect in 2022 and require that employers with 250 or more employees analyse and publish data showing their gender pay gap, across certain prescribed metrics for hourly and bonus pay.

In this report, as required by the Regulations, we disclose the median and mean (average) pay gaps between male and female hourly pay and bonuses, and the percentage of males and females receiving benefits in kind.

Irish businesses can choose their own snapshot date and must report data on their employee gender pay gap based on the preceding 12-month period. For Globalization Partners International Ireland Limited, we chose 1 June 2023 as the snapshot date. Businesses are also required to distinguish between the gender pay gaps for full-time, part-time and temporary roles; however, this report will not make such distinction as all employees on the snapshot date were employed on a full-time basis.

As of the snapshot date, we employed 258 employees for the purposes of the Irish gender pay gap reporting regulations. Of these employees:

• 177 identified as male;
• 78 identified as female;
• 2 did not respond; and,
• 1 employee chose not to disclose their gender.

In 2022, we had less than 250 employees, and thus 2023 is the first year that we have been required to report our gender pay gap figures for Ireland.

Gender Pay Gap Figures:

The tables below display the figures required by the Gender Pay Gap Reporting Regulations for Globalization Partners International Ireland Limited on the snapshot date.

Gender Pay Gap Statistics: Current reporting year

Pay Quartiles: Current reporting year

Understanding our pay gap / Addressing the gap going forward

As of the snapshot date, there were 258 full pay relevant employees, of whom 177 identified as male and 78 identified as female, making up 69% and 31% of the workforce, respectively.

The data shows that there is an overrepresentation of females in the lower and lower-middle quartiles. This provides the potential for us to take intentional action to recruit and promote women into senior roles, and retain women across our workforce, ensuring a positive impact on the future of female representation in senior roles.

We have near parity in terms of opportunity to earn a bonus between males and females. However, the mean and median bonus pay gap is in favour of males. This may be a reflection of the fact that there are more males in higher paid roles relative to females and this may correspond to the amount of bonus pay that they receive. Broadly, the same proportion of males and females receive BIKs such as dental and medical insurance.

To address the current gap, we will focus on ensuring diverse candidate slates, specifically in tech. We will also build upon career development initiatives with an aim of preparing females for higher levels within the company.

Our annual gender pay gap reports are accessible on our company website.

This report has been reviewed and approved by:

Nicole Forbes, Globalization Partners International Ireland Limited

UK Gender Pay Reporting

2025

Background

Globalization Partners Limited provides a UK employer of record (EOR) solution for companies engaging talent in the UK.

Globalization Partners Limited’s employees fall into two categories: (i) those it employs on behalf of a customer, who provide services to that customer (referred to as “Professionals”); and (ii) those it employs to do work for Globalization Partners Limited itself (referred to as “Internal Employees”).

Globalization Partners Limited’s employees fall into two categories: (i) those it employs on behalf of a customer, who provide services to that customer (referred to as “Professionals”); and (ii) those it employs to do work for Globalization Partners Limited itself (referred to as “Internal Employees”).

The UK’s Equality Act 2010 (Gender Pay Gap Information) Regulations came into effect in 2017 and require that employers with 250 or more employers analyse and publish data showing their gender pay gap, across certain prescribed metrics for hourly and bonus pay.

As of the snapshot date of 5 April 2025, Globalization Partners Limited had 1,016 full-pay relevant employees for the purposes of the UK Gender Pay Gap Reporting Regulations. Of these employees:

• 664 were men;
• 352 were women;
• 67 were Internal Employees; and
• 949 were Professionals.

UK law requires that Globalization Partners Limited publishes amalgamated gender pay gap figures across Internal Employees and Professionals; however, these amalgamated results do not give a truly representative look at Globalization Partners Limited’s pay practices for a number of reasons, including:

• Pay for Professionals is set by the relevant customer, not by Globalization Partners Limited. Pay philosophies and practices vary from company to company, and resulting compensation rates and structures for professionals align to that of the relevant customer, not Globalization Partners Limited.
• Globalization Partners Limited has customers across a broad range of sectors and as such there is significant variation in market practice on each base pay and bonuses between sectors.
• Globalization Partners Limited works with customers of various business sizes and revenue generation, which means pay and pay practices may vary depending on the revenue and size of the customer.
• Globalization Partners Limited employs Professionals at all levels of seniority and experience, which means pay varies significantly.
• Globalization Partners Limited employs Professionals who are located all over the UK and those geographical differences may be reflected in pay as determined by the relevant customer.

The combination of these factors means that differences in pay between Professionals are impacted by myriad factors. The pay gap calculations required by the Gender Pay Gap Regulations do not recognise those differences and give a distorted view of Globalization Partners Limited’s own pay practices.^[1]

¹ Globalization Partners Limited’s internal workforce is small in the UK (at the snapshot date, there were 67 full-pay relevant employees who were Internal Employees working in Great Britain: 51 men and 16 women) and as such figures for just Internal Employees have not been included for this report.

Statistics

Gender Pay Gap Statistics

Pay Quartiles: Current Reporting Year

This report has been reviewed and approved by:

Todd Goffman, Director, Globalization Partners Limited

2024

Background

Globalization Partners Limited provides a UK employer of record (EOR) solution for companies engaging talent in the UK.

Globalization Partners Limited’s employees fall into two categories: (i) those it employs on behalf of a customer, who provide services to that customer (referred to as “Professionals”); and (ii) those it employs to do work for Globalization Partners Limited itself (referred to herein as “Internal employees”).

The UK’s Equality Act 2010 (Gender Pay Gap Information) Regulations came into effect in 2017 and require that employers with 250 or more employers analyse and publish data showing their gender pay gap, across certain prescribed metrics for hourly and bonus pay.

As of the snapshot date of 5 April 2024, Globalization Partners Limited had 853 full pay relevant employees for the purposes of the UK Gender Pay Gap Reporting Regulations. Of these employees:

• 550 were men;
• 303 were women;
• 24 were internal employees; and
• 829 were Professionals

UK law requires that Globalization Partners Limited publishes amalgamated gender pay gap figures across Internal employees and Professionals; however, these amalgamated results do not give a truly representative look at Globalization Partners Limited’s pay practices for a number of reasons, including:

• Pay for Professionals is set by the relevant customer, not by Globalization Partners Limited. Pay philosophies and practices vary from company to company, and resulting compensation rates and structures for professionals align to that of the relevant customer, not Globalization Partners Limited.
• Globalization Partners Limited has customers across a broad range of sectors and as such there is significant variation in market practice on each base pay and bonuses between sectors.
• Globalization Partners Limited works with customers of various business sizes and revenue generation, which means pay and pay practices may vary depending on the revenue and size of the customer.
• Globalization Partners Limited employs Professionals at all levels of seniority and experience, which means pay varies significantly.
• Globalization Partners Limited employs Professionals who are located all over the UK and those geographical differences may be reflected in pay as determined by the relevant customer.

The combination of these factors means that differences in pay between Professionals are impacted by myriad factors. The pay gap calculations required by the Gender Pay Gap Regulations do not recognise those differences and give a distorted view of Globalization Partners Limited’s own pay practices.

Gender Pay Gap Statistics

Pay Quartiles: Current Reporting Year

This report has been reviewed and approved by:

Todd Goffman, Director, Globalization Partners Limited

2023

Background

Globalization Partners Limited provides a UK employer of record (EOR) solution for companies engaging talent in the UK.

Globalization Partners Limited’s employees fall into two categories: (i) those it employs on behalf of a customer, who provide services to that customer (referred to as “Professionals”); and (ii) those it employs to do work for Globalization Partners Limited itself (referred to herein as “internal employees”).

The UK’s Equality Act 2010 (Gender Pay Gap Information) Regulations came into effect in 2017 and require that employers with 250 or more employers analyse and publish data showing their gender pay gap, across certain prescribed metrics for hourly and bonus pay.

As of the snapshot date of 5 April 2023, Globalization Partners Limited had 696 full pay relevant employees for the purposes of the UK Gender Pay Gap Reporting Regulations. Of these employees:

• 463 were men;
• 233 were women;
• 22 were internal employees; and
• 674 were Professionals

UK law requires that Globalization Partners Limited publishes amalgamated gender pay gap figures across internal employees and Professionals; however, these amalgamated results do not give a truly representative look at Globalization Partners Limited’s pay practices for a number of reasons, including:

• Pay for Professionals is set by the relevant customer, not by Globalization Partners Limited. Pay philosophies and practices vary from company to company, and resulting compensation rates and structures for professionals align to that of the relevant customer, not Globalization Partners Limited.
• Globalization Partners Limited has customers across a broad range of sectors and as such there is significant variation in market practice on each base pay and bonuses between sectors.
• Globalization Partners Limited works with customers of various business sizes and revenue generation, which means pay and pay practices may vary depending on the revenue and size of the customer.
• Globalization Partners Limited employs Professionals at all levels of seniority and experience, which means pay varies significantly.
• Globalization Partners Limited employs Professionals who are located all over the UK and those geographical differences may be reflected in pay as determined by the relevant customer.

The combination of these factors means that differences in pay between Professionals are impacted by myriad factors. The pay gap calculations required by the Gender Pay Gap Regulations do not recognise those differences and give a distorted view of Globalization Partners Limited’s own pay practices.¹

Globalization Partners Limited’s internal workforce is small in the UK (at the snapshot date, there were 22 full pay relevant employees who were internal employees working in Great Britain: 8 men and 14 women) and as such figures for just internal employees have not been included for this report.

Gender Pay Gap Statistics

Pay Quartiles: Current Reporting Year

This report has been reviewed and approved by:

Todd Goffman, Director, Globalization Partners Limited

2022

Background

Globalization Partners Limited provides a UK employer of Record (EOR) solution for companies engaging talent in the UK.

Globalization Partners Limited’s employees fall into two categories: (i) those it employs on behalf of a customer, who provide services to that customer (referred to as “Profesionals”) and (ii) those it employs to do work for Globalization Partners Limited itself (referred to herein as “internal employees”).

The UK’s Equality Act 2010 (Gender Pay Gap Information) Regulations came into effect in 2017 and require that employers with 250 or more employees analyze and publish data showing their gender pay gap, across certain prescribed metrics for hourly and bonus pay.

As of the snapshot date of 5 April 2022, Globalization Partners Limited has 527 full pay relevant employees for the purposes of the UK gender pay gap reporting regulations. Of these employees:

• 365 were men;
• 162 were women;
• 44 were internal employees; and
• 483 were Professionals

This represents significant growth from the last reporting period, of nearly 94%.

This is the second year that Globalization Partners Limited publishes amalgamated gender pay gap figures across internal employees and Professionals.

However, these amalgamated results do not give a truly representative look at Globalization Partners Limited’s pay practices for a number of reasons, including:

• Pay for Professionals is set by the relevant customer, not by Globalization Partners Limited. Pay philosophies and practices vary from company to company, and resulting compensation rates and structures for Professionals align to that of the relevant customer, not Globalization Partners Limited.
• Globalization Partners Limited has customers across a broad range of sectors and as such there is significant variation in market practice on each base pay and bonus between sectors.
• Globalization Partners Limited works with customers of various business size and revenue generation, which means pay and pay practices may vary depending on the revenue and size of the customer.
• Globalization Partners Limited employs Professionals at all levels of seniority and experience, which means pay varies significantly.
• Globalization Partners Limited employs Professionals who are located all over the UK and those geographical differences may be reflected in pay as determined by the relevant customer.

The combination of these factors means that differences in pay between Professionals are impacted by myriad factors. The pay gap calculations required by the Gender Pay Gap Regulations do not recognise those differences and give a distorted view of Globalization Partners Limited’s own pay practices.¹

The figures in this report show improvement in several of the gender pay gap metrics, comparing data from 5 April 2021 and 5 April 2022, including:

• the proportion of women in the Upper and Upper Middle pay quartiles increased as of 5 April 2022;
• both the median and mean pay gaps based on hourly pay have decreased; and
• the median pay gap based on bonus pay has decreased significantly (from 48.33% to 17.95%) and a higher proportion of women received bonus pay in the 12 months preceding 5 April 2022 than in the 12 months preceding 5 April 2021.

Our annual gender pay gap reports are accessible on our company website and on the UK government’s website.¹

Globalization Partners Limited’s’ internal workforce is small in the UK (at the snapshot date, there were 44 full pay relevant employees who were internal employees: 27 men and 17 women) and as such figures for just internal employes have not been included in this report.

Gender Pay Gap Figures

The tables below display (i) the amalgamated figures required by the Gender Pay Gap Reporting Regulations for Globalization Partners Limited as of 5 April 2022; and (ii) the figures at (i) alongside the equivalent figure from the previous reporting period, in each case covering internal employees and Professionals.

On 5 April 2022, there were 527 full pay relevant employees, including both internal employees and Professionals, of whom 365 were men and 162 were women

.Pay for Professionals is not set by Globalization Partners Limited but by the relevant customer.

Gender Pay Gap Statistics: Current Reporting Year

Pay Quartiles: Current Reporting Year

This report has been reviewed and approved by:

Todd Goffman, Director, Globalization Partners Limited

Australia Gender Equality Reporting

G-P’s 2025 Australia Gender Equality Reporting Employer Statement

Background

Globalization Partners Pty. Ltd. (Australia) (“G-P”) is a labour hire company with a unique business model as we provide a pathway for companies with no presence in Australia to access employee talent in Australia. G-P assists organizations who source talent in the market to be able to utilize their services through G-P as we are able to employ these workers.

The Workplace Gender Equality Act 2012 requires non-public sector employers that employ 100 or more employees in total to register for the Gender Equality Reporting program and annually submit data to the Workplace Gender Equality Agency (the “WGEA”).

The annual submission consists of:

• an online questionnaire related to the organization's policies, strategies, and actions on gender equality; and
• two (2) Excel worksheets designed to collect information about workforce composition; salaries and remuneration; and employee appointments, promotions, resignations, and parental leave.

For the 2024-25 submission, covered businesses chose a snapshot date between April 1, 2023 and March 31, 2024; and they had to electronically submit their Gender Equality Reporting based on a full 12-month reporting period.

For the 2024-25 submission, G-P chose a snapshot date of December 31, 2024. As of the snapshot date, G-P employed 306 employees for the purpose of the Australian Gender Equality Reporting regulations. Of these employees:

• 213 identified as male; and
• 93 identified as female.

Gender Equality Reporting Figures

The table below displays the figures required by the Gender Equality Reporting program for G-P on the snapshot date.

Understanding G-P’s Gender Pay Gap (“GPG”)

Australian law requires G-P to publish amalgamated gender pay gap figures across Internal employees and Professionals.

However, these amalgamated results do not provide an accurate representation of G-P’s pay practices for a number of reasons, including:

• G-P is a labour-hire business but our business model differs from a traditional labour-hire business in that we are providing a pathway for overseas companies to access talent that they have found in the Australian market, where the client does not have a legal entity or presence in Australia. Our clients often want to “test the waters” in Australia to determine whether it is a viable market for their product or service and so we provide a means for them to utilize the service of a worker in-country where they otherwise have no Australian business presence;
• Because of G-P’s business model, our clients determine the talent for G-P to employ and their compensation as each client’s compensation needs vary depending on attributes such as their industry, size, and individual compensation philosophies; and
• Consequently, G-P cannot control the percentage of male/female ratios in certain positions and has little control over their remuneration.

This report has been reviewed and approved by:

Todd Goffman, Director, Globalization Partners Pty. Ltd (Australia) Oh Behalf of the Board of Directors of Globalization Partners Pty. Ltd. (Australia)

G-P’s 2024 Australia Gender Equality Reporting Employer Statement

Background

Globalization Partners Pty. Ltd. (Australia) (“G-P”) is a labour hire company with a unique business model as we provide a pathway for companies with no presence in Australia to access employee talent in Australia. G-P assists organizations who source talent in the market to be able to utilize their services through G-P as we are able to employ these workers.

The Workplace Gender Equality Act 2012 requires non-public sector employers that employ 100 or more employees in total to register for the Gender Equality Reporting program and annually submit data to the Workplace Gender Equality Agency (the “WGEA”).

The annual submission consists of:

• an online questionnaire related to the organization’s policies, strategies, and actions on gender equality; and
• two (2) Excel worksheets designed to collect information about workforce composition; salaries and remuneration; and employee appointments, promotions, resignations, and parental leave.

For the 2023-24 submission, covered businesses chose a snapshot date between April 1, 2023 and March 31, 2024; and they had to electronically submit their Gender Equality Reporting based on a full 12-month reporting period.

For the 2023-24 submission, G-P chose a snapshot date of December 31, 2023. As of the snapshot date, G-P employed 289 employees for the purpose of the Australian Gender Equality Reporting regulations. Of these employees:

• 199 identified as male; and
• 90 identified as female.

In April 2022, G-P registered with the WGEA, received confirmation that its first Gender Equality Reporting submission was due by May 31, 2023, and submitted its reporting by the deadline.

Gender Equality Reporting Figures

The table below displays the figures required by the Gender Equality Reporting program for G-P on the snapshot date.

Understanding G-P’s Gender Pay Gap (“GPG”)

Australian law requires G-P to publish amalgamated gender pay gap figures across Internal employees and Professionals.

However, these amalgamated results do not provide an accurate representation of G-P’s pay practices for a number of reasons, including:

• G-P is a labour-hire business but our business model differs from a traditional labour-hire business in that we are providing a pathway for overseas companies to access talent that they have found in the Australian market, where the client does not have a legal entity or presence in Australia. Our clients often want to “test the waters” in Australia to determine whether it is a viable market for their product or service and so we provide a means for them to utilize the service of a worker in-country where they otherwise have no Australian business presence;
• Because of G-P’s business model, our clients determine the talent for G-P to employ and their compensation as each client’s compensation needs vary depending on attributes such as their industry, size, and individual compensation philosophies; and
• Consequently, G-P cannot control the percentage of male/female ratios in certain positions and has little control over their remuneration.

This report has been reviewed and approved by: Todd Goffman, Director, Globalization Partners Pty. Ltd (Australia) On Behalf of the Board of Directors of Globalization Partners Pty. Ltd. (Australia)

G-P’s 2023 Australia Gender Equality Reporting Employer Statement

Background

Globalization Partners Pty. Ltd. (Australia) (“G-P”) is a labour hire company with a unique business model as we provide a pathway for companies with no presence in Australia to access employee talent in Australia. G-P assists organizations who source talent in the market to be able to utilize their services through G-P as we are able to employ these workers.

The Workplace Gender Equality Act 2012 requires non-public sector employers that employ 100 or more employees in total to register for the Gender Equality Reporting program and annually submit data to the Workplace Gender Equality Agency (the “WGEA”). The annual submission consists of:

• an online questionnaire related to the organization’s policies, strategies, and actions on gender equality; and
• two (2) Excel worksheets designed to collect information about workforce composition; salaries and remuneration; and employee appointments, promotions, resignations, and parental leave.

For the 2022-23 submission, covered businesses chose a snapshot date between April 1, 2022 and March 31, 2023; and they had to electronically submit their Gender Equality Reporting based on a full 12-month reporting period.

For the 2022-23 submission, G-P chose a snapshot date of December 31, 2022. As of the snapshot date, G-P employed 293 employees for the purpose of the Australian Gender Equality Reporting regulations. Of these employees:

• 211 identified as male; and
• 82 identified as female.

In April 2022, G-P registered with the WGEA, received confirmation that its first Gender Equality Reporting submission was due by May 31, 2023, and submitted its reporting by the deadline.

Gender Equality Reporting Figures

The table below displays the figures required by the Gender Equality Reporting program for G-P on the snapshot date.

Understanding G-P’s Gender Pay Gap (“GPG”)

Australian law requires G-P to publish amalgamated gender pay gap figures across Internal employees and Professionals.

However, these amalgamated results do not provide an accurate representation of G-P’s pay practices for a number of reasons, including:

• G-P is a labour-hire business, but our business model differs from a traditional labour-hire business in that we are providing a pathway for overseas companies to access talent that they have found in the Australian market, where the customer does not have a legal entity or presence in Australia. Our clients often want to “test the waters” in Australia to determine whether it is a viable market for their product or service, and so we provide a means for them to utilize the service of a worker in-country where they otherwise have no Australian business presence;
• Because of G-P’s business model, our clients determine the talent for G-P to employ and their compensation as each client’s compensation needs vary depending on attributes such as their industry, size, and individual compensation philosophies; and
• Consequently, G-P cannot control the percentage of male/female ratios in certain positions and has little control over their remuneration.

Despite its GPG, G-P’s 2022-23 submission confirms its total remuneration GPG of 18.2% as compared to a median remuneration of 24.1%, which is more favorable than the industry comparison.Finally, to increase its statistics in future years, G-P implements the following benefits:

• Global Paid Parental Leave.
• Global Flexible Time Off to all employees.

This report has been reviewed and approved by: Todd Goffman, Director, Globalization Partners Pty. Ltd (Australia) On Behalf of the Board of Directors of Globalization Partners Pty. Ltd. (Australia)

Brazil Gender Equality Reporting

Norway Gender Equality Reporting