Daimler Truck Australia Pacific

2026 Gender Pay Gap Statement

Daimler Truck Australia Pacific (DTAuP) is committed to creating a workplace that champions equity, fairness, and opportunity for all employees.

As part of our obligations under the Workplace Gender Equality Act 2012, we submit our annual Gender Pay Gap (GPG) data and prescribed organisational metrics to the Workplace Gender Equality Agency (WGEA), including CEO remuneration. Key information from this reporting is available to view, offering insight into pay equity across our workforce and reflecting our ongoing commitment to continuous improvement.

In addition, we proudly partner with Work180 to provide clear visibility, both internally and externally, into our local benefits, workplace practices, and gender equality commitments. This partnership demonstrates our ongoing commitment to transparency.

Progress and Representation

During the 2024/2025 reporting period, DTAuP achieved the following positive outcomes in female representation across recruitment, internal mobility, and progression:

100% of internal promotions from non-manager to manager were women
67% of internal promotions were women
41% of external appointments were women

Within the broader Daimler Truck AG group, global representation continues to evolve, with the organisation continuing to be led by a female CEO and CFO. At a local level, we acknowledge that senior level gender representation can be influenced by the availability of vacancies within Key Management Personnel roles. Despite these structural constraints, DTAuP remains committed to enhancing gender balance across all levels of the business.

Commitment to Closing the Gender Pay Gap

DTAuP continues to advance gender equity through the following initiatives:

KPIs and Targets: Aiming for increased female representation at the Key Management Personnel level
Learning and Development: Investment in leadership and capability programs, including Women in Leadership
Recruitment Practices: Gender balanced shortlists and equitable hiring frameworks
Succession Planning: Individualised development, coaching, and tailored career pathways
Organisational Transparency: Regular reporting and progress updates to the Executive Committee

Gender Equality Policies and Support Programs

DTAuP offers a range of policies and initiatives aimed at supporting gender equity and employee wellbeing, including:

Parental Leave: 26 weeks of paid parental leave for all parents, regardless of service length, with superannuation paid for the first 12 months (recent benefit increase, effective 1 September 2025)
Flexible Parental Access: Primary Parental Leave available to any parent, regardless of gender, within the first 24 months of a child’s life
On-Site Facilities: A dedicated Parent’s Room with breastfeeding amenities
Family and Domestic Violence Support: An additional 10 days of leave, or equivalent pay, above government requirements
Training and Capability: Diversity, Equity and Inclusion training; Bullying and Harassment training; and leadership education focused on flexible working and family engagement
Employee Wellbeing: Health screenings and mental health programs
Industry Engagement: Education grants through Transport Women Australia Limited

Looking Forward

DTAuP welcomes the continued transparency brought by WGEA reporting and remains committed to ongoing improvement in gender representation and pay equity. We will continue to invest in meaningful actions, strengthen our accountability, and create an environment where all employees have the opportunity to succeed.