At Danone Australia (Nutricia Australia Pty Ltd and Danone Saputo Dairy Australia Pty Ltd), we are committed to creating a workplace where people of all genders can thrive. Inclusion, care and fairness guide how we support and develop our people. In our most recent Danone People Survey, 97% of employees told us we are an inclusive workplace and 96% said they are proud to work here. Danone Australia was recognised as a Best Workplace for Women in 2025 and 2026.

Gender equality is central to our inclusion agenda. Each year, the Workplace Gender Equality Agency (WGEA) reporting process helps us understand our progress, benchmark ourselves externally, and identify where to focus next.

For the 2024–25 reporting period, WGEA data shows an average total remuneration gender pay gap of 17.4% at Danone Australia, slightly higher than our comparison group (15.4%).

It is important to highlight that, under WGEA’s reporting methodology, our results are influenced by our workforce structure. Danone has a predominantly female workforce in both management and non‑management roles. Our higher female representation in non‑management roles lowers the overall average female earnings, while men are more commonly employed in management roles, having a greater impact on the average male earnings. In addition, Danone Australia does not operate manufacturing sites locally, with manufacturing based in New Zealand. This significantly shapes our workforce composition, resulting in higher female representation in lower‑paid non‑management roles, contributing to the current pay gap.

Despite these factors, reducing the gender pay gap remains a clear priority. Our internal tracking through the Danone Impact Journey (DIJ) shows strong progress. Using Danone’s global gender pay methodology, our 2024 Australian result of 3.3 points vs the prior years 4.5 point pay gap differential, demonstrates positive movement. This improvement reflects deliberate actions, including strengthening gender balance in leadership, reviewing decision‑making in hiring and promotion, and enabling flexible work so all genders can access senior roles.

We will continue to reduce the gender pay gap by:

• increasing pathways for women into senior and executive roles

• supporting gender balance across all job families

• applying consistent, transparent processes for pay, development and succession

• embedding flexible work at all levels

• continuing to regularly review pay equity and gender representation data to address gaps early.

   

Meaningful change requires focus and collaboration. Our goal is a workplace where gender does not influence opportunity.

We are proud to be a female‑dominated organisation with strong representation of women across functions and 50% female representation on our governing body. We also support equal participation in work and caregiving through benefits such as 26 weeks paid parental leave, fertility leave and top‑tier hospital cover for eligible employees.

We will continue to leverage our data to learn and to continue taking deliberate steps to close structural gaps. Gender equality is not only an aspiration at Danone — it reflects who we are and the culture we are committed to building.