6 | Annual Performance Statement Australian Federal Police Partnership The Gender Pay Gap and Equity (GPG&E) Project analysed quantitative and qualitative data to assess the gender pay gap and other equity differences for men and women in the AFP. The analysis focuses on the five dimensions of equity: representation, development, opportunity, retention and pay. The Australian Federal Police (AFP) total gender pay gap for 2021/2022 was 12.1 per cent. While lower than that of the APS, this pay gap means the average yearly full-time earnings of a woman in the AFP is $15,357 AUD less than a man. For every $10 men earned, women earned $8.79. Subsequent to the delivery of the Commission’s Report, the AFP has implemented several initiatives to address the drivers of the Gender Pay Gap. The AFP developed and delivered a Gender Equality Action Plan that lifts recommendations from the GPG&E Final Report and embeds them into policy and procedure, adopted by the enterprise. The AFP has implemented an enterprise-wide approach to addressing gender equality. While this ‘stops discrimination before it starts’ when it comes to pay, it also contributes to a diverse and inclusive culture at the AFP; to broader change aligned with Respect@Work aims and objectives; and to the AFP meeting its Positive Duty. In addition, it addresses the Sex Discrimination Commissioner’s goal of women’s economic security and the Commission’s goal to promote and protect human rights. Australian Border Force (ABF) Partnership Team The Australian Border Force (ABF) sought the Commission’s assistance in identifying ways to enhance their systems for preventing and addressing workplace misconduct, including bullying, harassment, and discrimination. Utilising the Commission’s Respect@Work framework, the ABF Partnership team identified several areas where the organisation could strengthen its approach to these issues and made recommendations to this effect. 54 In April 2024, the ABF endorsed all of the Commission’s recommendations and has since undertaken a number of initiatives including: • • • • delivering a senior leadership statement of intent to the workforce to signal commitment to promoting a safe diverse and inclusive workforce changes to its diversity and inclusion practices a focus on building inclusive leadership capability of the Senior leadership team redesigning its reporting, response and support systems to make them more person centred and trauma informed. Following the release of the Commission’s ABF Respect@Work Project Report, the ABF Commissioner Michael Outram, publicly expressed appreciation for the work of the Commission and apologised to ABF Officers impacted by potential bullying and harassment behaviours at work. In reinforcing the ABF’s commitment to fostering an inclusive, safe and respectful workplace, Commissioner Outram noted: “....For the ABF to deliver our mission we must ensure that our workplace is an inclusive environment where everyone is able to bring their full self to work and feel safe, respected and valued. This is non-negotiable. Bullying and intimidation, sexual harassment, exclusion, discrimination and racism have no place within our organisation...” The outcome of the report has supported ABF’s efforts to uphold obligations under Federal antidiscrimination legislation, including the Positive Duty under the Sex Discrimination Act 1984 (Cth), its greater focus on diversity and inclusion priorities across the workforce and a cultural shift towards responding to incidents that is victim centred and trauma informed.