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Independent project. Not affiliated with MECCA Brands. Submissions and public comments are not findings.

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WGEA Beauty Industry Leaderboard

Gender pay gaps can reveal how remuneration and senior roles are distributed across a workforce. This comparison uses the Workplace Gender Equality Agency’s 2024 to 2025 employer dataset, published on 3 March 2026.

A gender pay gap is not the same as unequal pay for comparable work. The results are not adjusted for occupation, seniority, hours, location or individual role. They should be read alongside workforce composition, remuneration quartiles and each employer’s published context.

Official employer data. Reporting period: 2024 to 2025. Last reviewed: 4 September 2026.

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In favour of womenIn favour of men
MECCA Brands Pty Ltd
26.6%
Sephora Australia Pty Ltd
21.9%
Adore Beauty Pty Limited
17.1%
L’Oréal Australia Pty Ltd
10.3%
The Estée Lauder Companies Australia (Estee Lauder Pty. Limited)
-24.1%

Note: Positive result means average remuneration gap is in favour of men. Negative result means average remuneration gap is in favour of women. WGEA target range is -5% to +5%, shaded in grey.

A large negative gap indicates higher average remuneration for women, but does not automatically achieve pay equality across all roles.

What this comparison can and cannot show

  • WGEA employer results are official statutory employer data.
  • A gender pay gap compares group averages or medians. It is not an adjusted equal-pay assessment.
  • Workforce structure, occupations, seniority, bonuses and additional payments can affect results.
  • Corporate statements describe policies and commitments. They do not independently demonstrate implementation or employee outcomes.
  • Missing public policy information should be shown as an evidence gap.
  • The page does not use confidential submissions or private contributor information.
  • A claim is not a finding.

Analysis based on official WGEA data

MECCA’s average and median divide

MECCA’s average total remuneration gap is 26.6%, while its median gap is 4.9%. The 21.7 percentage-point difference indicates that the mean is being influenced more strongly by remuneration away from the middle of the workforce distribution.

MECCA also reports that women comprise 90% of its Upper Quartile and 95% of its workforce overall. These published figures do not identify individual employees, their roles or their remuneration. WGEA data alone cannot establish whether a small group of executives caused the gap or explain the decisions behind it.

Methodology

Sources and methodology