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Workplace Gender Equality Act 2012
Summary of WGEA Review recommendations
What?
Who?
1. Make it easier for employers to report to WGEA and improve collection and sharing of …
Current approach
Employers report remuneration data to WGEA, but no individual employee remuneration is published by WGEA. WGEA uses this remuneration data to publish gender pay…
This section explores some of the factors that contribute to women’s economic inequality. Over their lifetimes, women are more likely to earn less than men, are less likely to advance as far in their careers as men, and tend to accumulate less…
Overview of the WGEA Review Report
This report proposes ten recommendations to accelerate progress on gender equality in workplaces and streamline reporting for employers to the Workplace Gender Equality Agency (…
Recommendation 1 – Make it easier for employers to report to WGEA and improve collection and sharing of gender data
1.1 Improve the quality of data reported to WGEA, and…
PM&C is committed to achieving gender equity which includes ensuring our staff receive equal pay for equal work, regardless of gender. To review whether the department is meeting this commitment…
Current approach
The Workplace Gender Equality Act provides that all relevant employers must prepare a public report to WGEA containing information about the employer against six gender equality…
Established by the Workplace Gender Equality Act 2012 (Workplace Gender Equality Act), the Workplace Gender Equality Agency (WGEA) manages a reporting program, in which non-public…
The most recently available data shows that gender inequality is pervasive, persistent and impacts public and private domains throughout a woman’s entire life course. Women experience a lifetime of…
Not all people will be impacted by policies in the same way because of their gender. Gender inequality is experienced differently by different people. It can be compounded by other social factors and identities…
Appendix 4 – What we heard: summary of consultation themes
What was heard
Several key themes emerged from consultation including:
The WGEA dataset is world-leading and gives a high-level picture of the progress being made on…
The Australian Government must provide leadership and accountability for driving economic equality outcomes and embed gender equity into its decision making, budgeting and policy design, implementation and evaluation…
The Women and Women's Safety Ministerial Council (Council) was convened virtually today, attended by:The Hon Amanda Rishworth MP (Commonwealth)The Hon Justine Elliot MP (Commonwealth)Senator the Hon Katy Gallagher (Commonwealth)Ms Yvette Berry MLA (…
One of the key themes in the consultation feedback was the need to accelerate progress on gender equality in Australian workplaces. While progress has been made, there is more to do. Gender inequality persists…
The Secretaries Board met today at the Department of the Prime Minister and Cabinet to discuss the following matters.Address by the Prime Minister, the Hon Anthony Albanese MPThe Board received an update from the Prime Minister, the Hon Anthony…
Current ‘minimum standards’
Under the Workplace Gender Equality Act, the Minister sets the minimum standards in relation to gender equality indicators (section 19 of the Act).
The Workplace Gender…
The Women and Women’s Safety Ministerial Council (Council) was convened virtually today, attended by:Senator the Hon Katy Gallagher (Commonwealth)The Hon Amanda Rishworth MP (Commonwealth)The Hon Justine Elliot MP (Commonwealth)Ms Yvette Berry MLA (…
The taskforce has seven primary recommendations to the Government that will drive women’s economic equality and contribute to a strong and globally competitive Australian economy. Each recommendation contains immediate actions for implementation,…
Key legislation
Workplace Gender Equality Act 2012
Workplace Gender Equality (Matters in relation to Gender Equality Indicators) Instrument 2013 (No. 1)
Workplace Gender…
Current approach
The key function of WGEA is to manage a gender equality reporting program. Non-public sector employers with 100 or more employees (‘relevant employers’) report to WGEA against six gender…
The key objective of gender analysis is to determine whether a policy has a gendered impact and what that impact is. Gender analysis requires policy makers to reflect on the direct and indirect impacts of the…
In Australia, advances continue to be made on gender equality in workplaces. However, there is more to do. As of May 2023:Australia’s national gender pay gap is 13.0 per cent for…
The Department of the Prime Minister and Cabinet (the Department) handles your personal information in accordance with the Privacy Act 1988 (Cth). This Privacy Notice explains what information is collected when you interact with the…
The Secretaries Board met at the Department of the Prime Minister and Cabinet to discuss the following matters.Psychological safety and integrity in the APSThe Board discussed fostering a pro-integrity culture through psychological safety with…
Current approach
Australian employers are highly compliant with the Act. In the 2019-20 reporting period, 97.5 per cent of relevant employers complied with the Act. WGEA works closely with relevant employers to assist them in complying with their…