27/02/2024
Omni is an Australian-owned business focused on delivering innovative defence, national security, intelligence, and critical infrastructure solutions to further our national interest. At Omni, we are committed to employing qualified and high-performing candidates. Guided by our company values of Trust, Respect, Agility and Humility, our objective is to build diverse teams by recruiting, developing, and advancing people from various backgrounds.
Omni has a diverse structure with six different business divisions. This diversity in our business ranges from maintenance and operation of helicopters, operating communications programs, engineering and ICT, manufacturing, consulting and project management, to assurance and vetting. The employment needs in each division vary, creating a wide range of employment categories within Omni. The organisation operates predominantly in the Defence and STEM-related sectors and as such we have a high dependence on STEM-related skill sets and veteran employees.
Our employees’ salaries at Omni are higher than the national average and higher than our WGEA group category. The average total remuneration at Omni is markedly higher than the national average of $108,047 and our group category of $100,058. Our employees are highly valued and are paid a higher rate as a result. In addition, the reported average total remuneration for our female senior managers is 4% higher than for our male senior managers.
Based on WGEA’s calculation, Omni has a Median Total Remuneration gender pay gap of 36%. In common with the select government clients Ommi services, as well as other companies in the defence sector, the gender pay gap at Omni as measured by WGEA is driven by several factors:
- Omni’s operations exist largely in STEM-related areas, presenting the same challenges uniformly faced by employers when hiring a diverse workforce with STEM specialisations, with only 15% of STEM-qualified jobs held by women nationally.
- Omni is a proud veteran employer, with over 40% of Omni staff having previously served in the ADF. Accordingly, our highly valued veteran workforce reflects the ADF demographics from which we recruit.
- We have a highly diverse workforce. Omni’s breadth of capabilities means that our workforce ranges from highly technical skillsets, including engineers and ICT specialists, often with multiple degrees and decades of experience to graduates and entry level positions, resulting naturally in pay disparities when viewed through the company collective model.
- Many of our highly skilled and experienced female workforce are not included in our data as they prefer to work with Omni on a contractual basis to suit their personal circumstances.
Omni is a relatively young company, focussed on closing the gender pay gap through measures including:
- Strengthened recruitment processes to reduce barriers for female applicants.
- Focus on ensuring women are well represented in management roles across the organisation.
- Group employees based on duties rather than title and develop salary bands for job groups to increase equity with recruitment and promotion.
- Strengthen the gender mix in graduate, talent pipelines and succession plans.
- Continue to promote our flexible work options which include full-time, part-time, casual and contracting, as well as parental leave, domestic violence support initiatives, managerial training and mentoring to all employees regardless of gender or personal circumstances.
Omni is committed to driving change in gender equality at all levels of the organisation. Reducing the gender pay gap is a business imperative going forward, and we recognise implementing these changes will take time. It is our strategic intent to drive organisational change in this area and we look forward to achieving greater gender equality as Omni continues to grow.
Omni has rigorous processes to guarantee our approach to employee compensation is equitable and well-rounded and strong safeguards are in place to ensure that every Omni employee is treated equally. At Omni, we are dedicated to ensuring that all employees have access to and are encouraged to take up all the exciting and rewarding opportunities we offer and continue to work hard to create development pathways. Recruitment and retention are big focuses for Omni, and employing the most effective, capable, and diverse talent in our workforce is at the forefront of our recruitment efforts. Omni’s overall performance will benefit from these initiatives.
Creating an environment where our people have equal access to and enjoy the same incentives, resources, support, and opportunities is the right thing to do. It is important to us and brings out the best in our employees. As Omni grows, we will create more opportunities that have a meaningful and sustainable impact on our culture and team.
Jon Hawkins
Founder & CEO, Omni