Employee Gender Statement 2025

At Urbis, we have engaged in a variety of initiatives to reach an inclusive and diverse workforce. Urbis does a gender pay gap analysis on a yearly basis at each pay cycle, we undertake a role by role pay review to ensure fairness and equity. Inclusive policies and practices such as flexible working (formal and informal) and non-gendered parental leave is easily accessible by all employees. Urbis ensures formal leadership development programs are offered, such as various sponsorship programs for women, such as our SOAR program. Urbis also actively participated in the Property Council Australia (PAC) 500 Women in Property program, assisting in promoting female talent and empowering women to advance their careers. Gender targets of 40/40/20 have been implemented since 2014 and are also considered when reviewing promotions across our workforce. Urbis has recently undertaken a Respect@Work training and Bystander to Upstander training for all senior leadership to reinforce Urbis zero tolerance for sexual harassment.

Urbis has been recognised for its effort and progress in gender equity. So far, Urbis has been named an Employer of Choice for Gender Equality through Workplace Gender Equality Agency (WGEA) for the second time in a row. Additionally, Urbis has gained the Family Inclusive Workplace Certification from Family Friendly Workplaces and Parents@Work. This recognition strengthens and promotes Urbis’ active commitment to achieving gender equity by ensuring we are benchmarking ourselves against leading organisations specialising in these areas.

Urbis aims to achieve gender equality through ongoing review of our policies and practices and to foster a culture of inclusion. Implementing and being part of the change to achieve gender equality is the responsibility of all. We are committed to continuing our efforts to invest and accelerate women in our workplace.