Daimler Truck Australia Pacific

2025 Gender Pay Gap Statement

At Daimler Truck Australia Pacific (DTAuP), we are immensely proud of our journey to be recognized as 1 of 115 companies in Australia to be awarded as an Employer of Choice for Gender Equality, this being our seventh consecutive accreditation. During this time, we have implemented robust internal commitments, policies, targets, cultural initiatives, and Diversity Equity and Inclusion strategies that position us as a leader in the trucking industry and reaffirm our global commitment for The Road to 2030, alongside our duty to Environmental, Social & Governance (ESG) initiatives and reporting. As part of our annual obligations, we report on our Gender Pay Gap (GPG), which also now includes the position of CEO.

While we have made substantial progress, we acknowledge that there is more work to be done. For the 2023/2024 reporting period, we are proud to highlight the following achievements in increasing female representation across our company:

50% of internal appointments were women.
75% of external appointments were women.
46% of promotions were women.

In addition to this, we are also incredibly proud to be part of the Daimler Truck AG group, with our parent company led by a female CEO and CFO. However, we acknowledge that barriers still exist for women in reaching senior positions at a local level. One contributing factor is the availability of vacant roles at the Key Management Personnel level. Despite these challenges, DTAuP remains committed to supporting, promoting, and championing gender equity for all.

ESG

In addition to our local requirements, we are also obligated to report metrics related to gender pay on a global level, as a part of European ESG reporting obligations for our parent company. This reporting framework is used to evaluate a company's sustainability and ethical impact and as such, assists in promoting accountability on a global scale.

Our Commitment to Closing the Gender Pay Gap

We are dedicated to achieving equitable outcomes through the following initiatives:

KPIs and Targets: Aiming for increased female representation at the Key Management Personnel level by 31st December 2025.
Learning and Development: Investing in programs like our Women in Leadership initiative to foster female talent.
Recruitment Goals: Setting targets for gender-balanced shortlists.
Succession Planning: Offering individualized coaching and career development opportunities.
Transparent Reporting: Regular updates on gender equality progress to our Executive Committee.

Our Gender Equality Initiatives

We are proud to offer policies and programs, including:

Parental Leave: 16 weeks of paid leave, accessible to all employees regardless of service length, with superannuation paid for the first 12 months.
Flexibility for Parents: Primary Parental Leave is available to parents, regardless of gender, within the first 24 months of a child’s life.
On-Site Support: Parent’s Room with breastfeeding facilities.
Family and Domestic Violence Leave: An additional 10 days of leave or 10 days of base salary paid out, in addition to government requirements.
Training Programs: Diversity, Equity and Inclusion training, Bullying and Harassment training, and senior leadership sessions on flexible working practices and family support.
Wellness Initiatives: Health checks, mental health guest speakers, and gym classes.
Industry Engagement: Sponsorship of programs like the Daimler Truck Future Leaders’ Forum and learning grants through Transport Women Australia Limited.

We welcome the increased transparency and focus brought by the Workplace Gender Equality Agency (WGEA) and are committed to sharing our progress in future reporting cycles.