Diversity, Equity and Inclusion

"Our people are the heartbeats of our organisation and are empowered to bring their authentic self to work, united by a mutual respect for one another in a safe and inclusive workplace. Our culture of collaboration drives our diverse way of thinking and passion for continual learning and evolution. We are ImmerBesser."

At Miele, we are committed to continually learning and growing as part of our core value of Immer Besser for our People.

Diversity, equity and inclusion is a community imperative in which we acknowledge and are a part of. Our Diversity, Equity & Inclusion Committee (DEI Committee) is an employee led and driven initiative, representing different members within our workplace, who are dedicated to continually growing a culture that is safe and inclusive for all.

We recognise and value our individual differences and through embracing our differences, celebrating our uniqueness and feeling empowered to bring our authentic and human selves to work, we will continue to foster a workplace culture that drives our philosophy of Immer Besser.

Gender Gap Employer Statement

Promoting gender equality in what is traditionally a male-dominated Industry, is a priority for Miele ANZ.  We understand that by doing so, we will improve our market responsiveness, promote diverse talent attraction across the organisation and the overall long-term business sustainability and success of Miele ANZ.

Our data indicates we have more males compared to females in Senior Management positions due to the longer tenure of the incumbents in those roles.

We have also identified a gap in our Electrical trade-based roles, which makes up nearly a quarter of our total employees and understand that it is reflective of the traditionally male dominated industry.

Whilst we do have more male employees than female employees who hold middle management positions, we have identified a slight overall pay gap which is in favour of those who identify as female.

We have more females working and attracted to retail-based roles that make up a sizeable amount of our total employees, and more males in more performance based salaried and bonus structured roles.

Although we found a substantial reduction in our overall gender pay gap percentage for the reporting year 2022-23, we are committed to developing and implementing several strategies to attract, recruit and retain female employees in what are historically male dominated roles.

We aim to do this by providing increased levels of coaching and improved access to development tools to our female employees, as well as establishing and promoting several equity and diversity initiatives throughout our organisation.

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