Amendments to the Workplace Gender Equality Act 2012 will require employers to “commit to, achieve and report” on defined gender equality targets. Currently, private-sector organizations with 100 or more employees are required to submit progress reports annually to the Workplace Gender Equality Agency (WGEA) measuring the six “gender equality indicators”: 1) gender composition of the workforce, 2) gender composition of governing bodies, 3) equal pay, 4) availability of flexible working arrangements and support for parents or carers, 5) consultation on workplace gender equality issues, and 6) sexual harassment or discrimination. The Act’s amendments will require large employers to select three specific targets related to these indicators every three years and report on their progress to WGEA.
Employers with 500 or more employees will be required to select three targets from a list of 19 numeric and action-oriented goals on gender equality, such as reducing the gender pay gap and introducing new programs and initiatives on gender equality, published in the Workplace Gender Equality (Gender Equality Targets) Instrument 2025. At least one of the targets selected must be numeric. Private-sector employers must report the targets chosen to WGEA between April 1 and May 31, 2026. The submission window for public-sector employers is September 1 to October 31, 2026. Employers with fewer than 500 employees are not required to comply but are encouraged to monitor their own progress against the targets voluntarily.
Once the targets have been selected, employers will have three years in which to achieve them or at least make progress toward doing so — or else be publicly named and prevented from providing services to government agencies and departments.
According to the government, Australia will be the first country in the world to introduce this type of gender equality target scheme. Around 2,000 private and public employers are expected to be impacted. The WGEA reports that 56% of companies covered by these reforms have already set gender equality targets and approximately one-third have already set three or more of the new targets. The WGEA is expected to provide guidance to help employers set realistic targets. Before selecting their targets, employers are encouraged by WGEA to conduct a comprehensive gender pay gap analysis over the next 12 months. Employers are also encouraged to use the next 12 months to ensure that systems are in place to track gender equality data, support target setting and reporting.
