Synlait Milk Limited has outlined its commitment to reducing the gender pay gap and increasing leadership diversity, as part of its broader ESG strategy. The company aims to achieve a gender pay gap of ≤ 8% by the end of fiscal year 2026, with 40-50% of leadership positions held by women. Additionally, Synlait reports no regretted losses of high-potential female employees, indicating a focus on retaining talent. The company’s Diversity and Inclusion Policy promotes workforce diversity, leadership empowerment, and workforce inclusion, fostering a culture that encourages flexibility and fairness.
Material actions and disclosures
Synlait’s operating subsidiaries largely operate independently from the parent company, with Synlait not requiring them to comply with the NZX Corporate Governance Code. The company’s executive remuneration framework is designed to attract, retain, and motivate high-calibre leaders while supporting the delivery of the company’s strategy and the creation of sustainable long-term shareholder value. The framework includes fixed remuneration, short-term incentives, and long-term incentives, all of which are directly linked to performance outcomes.
During the year ended 31 July 2026, Synlait made donations totaling $40,419, with no political donations made. The company’s total payments to its auditors, KPMG, amounted to $850,000, covering statutory audit fees, half-year accounts reviews, and other assurance services.
Forward commitments
Synlait aims to achieve a gender pay gap of ≤ 8% by the end of fiscal year 2026, with 40-50% of leadership positions held by women. The company also plans to report on candidate diversity to the Board and measure its success against these goals.
These commitments reflect Synlait’s ongoing efforts to enhance its corporate governance and ESG practices, aligning with its strategic objectives and stakeholder expectations.