Gender pay and representation at Octopus Deploy
At Octopus Deploy, we believe in a workplace where every employee has equal opportunity to do meaningful work and thrive. Our approach to compensation and career growth is built on fairness, transparency, and market-driven benchmarks—not arbitrary targets.
We are proud to maintain a fully transparent salary benchmarking process, ensuring equal pay for equal work. Every Octonaut is compensated based on their role, experience, and market data—without the need for negotiation.
Gender representation and pay at Octopus
Octopus Deploy operates across 17 countries, with a diverse and experienced workforce. Our most recent gender pay analysis in Australia—where only 44% of our employees are based—shows:
- Total Octonauts in Australia: 139
- Women in Australia: 36
- Average (mean) total remuneration gender pay gap: 18.6%
- Median total remuneration gender pay gap: 17.1%
- Average (mean) base salary gender pay gap: 17.3%
- Median base salary gender pay gap: 17.1%
This means that, on average, men at Octopus Deploy earn more than women, largely due to the distribution of roles across functions and seniority levels. However, our 18.6% total remuneration gender pay gap is lower than the industry benchmark of 22.7%, and our approach ensures that all employees are paid equitably for the work they do.
What drives the pay gap?
The gender pay gap at Octopus Deploy is not a result of unequal pay for the same work—it is a reflection of role distribution and market realities:
- Role distribution: Certain roles—particularly in technical and sales fields—command higher market salaries. These roles currently have a higher proportion of men.
- Function-specific pay scales: Women are more represented in functions such as Customer Success and Amplifying Functions (Finance, People, IT, Legal), where market pay trends are different.
- Global workforce dynamics: Leadership roles exist across our 17 countries, and Australia—where this pay gap data is focused—is predominantly an R&D hub, not the full picture of our global workforce.
Gender representation in leadership
We support strong, diverse leadership, and our gender representation reflects that. Women make up:
- 40% of our Board of Directors
- 33% of our Executive Leadership Team
- 30% of VPs
- 29% of Directors
- 41% of managers
- 31% of all employees
These numbers indicate that women are well-represented at every leadership level. While broader market trends may influence gender distribution across roles, we do not believe in forced adjustments or arbitrary targets—fairness means hiring and promoting based on capability, not quotas.
Our Commitment to Fairness
We do not believe in “fixing” numbers for the sake of optics. Instead, we focus on maintaining a transparent and merit-based environment where every Octonaut has access to opportunities based on their contributions.
Our initiatives include:
- Global pay transparency & regular benchmarking to ensure fair compensation
- Structured hiring & promotion processes that eliminate bias
- Career growth frameworks that provide clear pathways for progression
- Leadership training & talent development to support all employees in growing their careers
Final thoughts
At Octopus Deploy, gender equality is not a future goal—it is our reality. We will continue to ensure fairness in compensation, career opportunities, and leadership representation while staying true to our principles of transparency and meritocracy.
Page updated on Friday, February 28, 2025