Guild Group Holdings Limited Gender Pay Gap Employer Statement, February 2026

Guild Group Holdings Limited (Guild) is a wholly owned subsidiary of the Pharmacy Guild of Australia and provides specialist services to support the Australian Allied Healthcare and Community Services sectors, to enable improved health and wellbeing outcomes for all Australians.

Guild’s 2025 WGEA submission represented approximately 603 team members as of 31 March 2025. Guild identified a gender pay gap, and since this time has prioritised initiatives that are continuing to reduce this gap across its businesses and shared services cohort.

Overview of Data Trends

The gender pay gap is largely attributed to men holding a high percentage of senior roles across the Group. This is a point in time assessment, and since March 2025, Guild has moved closer towards a 50/50 gender split in these quartiles. 

To understand these results more comprehensively, Guild examined the data against like industries, and the following trends were noted:

• Guild’s Shared Services cohort is performing better than industry average in key gender pay gap metrics such as average total remuneration, median total remuneration, average base salary and median base salary.
• Guild Insurance’s average total remuneration pay gap is in line with the industry benchmark and   performs more favourably than industry averages for median total remuneration, average base salary and median base salary. 
• Although sitting above the industry GPG average, Meridian Lawyers has also made improvements since last reporting period noting the gradual increase of women represented in high paying/senior roles.

Annual Remuneration Review Process

Guild’s Remuneration Policy provides a framework for how the company remunerates to attract, retain and motivate its workforce.  The remuneration strategy includes independent benchmarking and pay parity reviews across all roles and levels within the Group, and a market competitive and transparent remuneration framework. This includes working with external specialists to ensure we are positioned well against the current market.

Guild Group reviews salaries annually, in alignment with this strategy to appropriately reward and recognise all team members for their performance during the financial year, to retain critical talent and to close key market gaps where necessary. 

Reducing the Gender Pay Gap

At Guild Group, Diversity, Equity, Inclusion and Belonging (DEIB) is important for us to actively foster a sense of community and connectedness where everyone feels they are an integral part of Guild Group.

Guild has and continues to implement a range of initiatives that are supportive in reducing the gender pay gap and that have contributed to the Group moving towards better balancing the gender composition in upper quartile and lower quartile roles that is contributing to the Gender Pay Gap.  Initiatives include, but are not limited to:

Guild’s DEIB Strategy - a dedicated program to deliver outcomes that enhance the working environment and culture, that are focused on, but not limited to, gender equality. The program is supported by a representative committee of employees.

Creating and prioritising opportunities for the development of talent internally. Supported by critical role succession plans and Leadership training and workshops, offered to all people and functional leaders, along with Competency and Capability frameworks, Guild is empowering employees to grow, develop, and progress into leadership positions. This investment has already resulted in a positive impact, seeing an increase in internal promotions over the reporting period, 58% of which were women. 

Enhanced Parental and Partner Leave provisions, which now position Guild to better attract, retain and support a diverse workforce across all roles and levels of seniority. 

Continuing to offer flexible ways of working, including a formalised hybrid working environment, which supports Guild to further attract and retain a diverse workforce across all roles and levels of seniority.  

Guild's Commitment

Guild has made progress in reducing its Gender Pay Gap since 31 March 2025, the date of submission this report is based on. Furthermore, it is committed to its DEIB Strategy to provide leadership and investment in programs and initiatives that continue to build a diverse, equitable and inclusive working environment and culture, including a sustained focus on improving the Gender Pay Gap. 

By supporting Guild people with the resources and opportunities they need to thrive, and by embracing diverse backgrounds and experiences, we know we perform better and deliver better outcomes for our customers and our shareholder.