Our football club became whole with the introduction of our first AFLW Team in 2022. These talented female athletes now make up 19% of our total workforce and have significantly lifted the total number of women working at our club.

Their inclusion has also shifted the Gender Pay Gap which exists at our organisation. As explained by the Workplace Gender Equality Agency (WGEA), the gender pay gap is the difference in average earnings between women and men in the workforce.

As can be seen in the data released by WGEA, the Sydney Swans have a modest median gender pay gap in favour of women. This result is heavily influenced by our reporting requirement to annualise the salaries of our part-time AFLW athletes into a full-time equivalent (1 FTE) figure.

It is worth noting the data that has been reported is the median, and therefore the middle value of our data, rather than the average.

We acknowledge that there remains a significant amount of work to do in closing the gender pay gap as our AFLW athletes transition from part-time to full-time employees over time. In the years ahead, we look forward to working with the AFL and AFLPA in supporting this transition.

More broadly, we remain committed to the delivery of our Diversity Action Plan (DAP), which includes the Advancement of Women pillar. This document can be viewed here.