WGEA 2026: From reporting to real impact

Australia’s upcoming WGEA reforms mark a shift in how we, as a collective business community, address gender equality. Beyond the baseline of reporting pay gaps, employers are now invited to set measurable Gender Equality Targets, engage transparently with stakeholders, and demonstrate tangible progress across six key indicators.

In this webinar, WTW’s Emma Longmore and Hamish Deery explore what this new regulatory environment means for your organisation and why we believe these changes are a strategic opportunity rather than purely administrative. Grounded in our real-world client conversations and emerging DEI trends, this session highlights how we can move confidently from compliance toward capability building, cultural uplift and the creation of long-term sustainable value.

Key takeaways

• A new era of collective accountability: From 2026, the shift is clear: WGEA moves from passive reporting to demonstrable progress. By selecting three measurable targets, including at least one numeric goal, organisations can embrace public disclosure as a catalyst for genuine change.
• Bridging the gap between strategy, culture and EX: These reforms allow us to embed gender equity directly into the heart of our broader people strategies. When we align our targets with workforce planning and leadership expectations, we create a ripple effect that sustains both cultural health and commercial performance.
• DEI is evolving, not retreating: As leaders, we are reframing DEI around inclusion and the employee experience. By focusing on systemic improvements and equitable access to opportunity, we move beyond optics toward outcomes, building the strong foundations required for meaningful WGEA action.
• A structured, practical pathway to impact: Our modular approach at WTW, encompassing diagnostics, prioritisation and communication, is designed to help you build capability over time. We believe in anchoring every action in data to ensure your priorities are both strategically valuable and operationally feasible.
• Communication as a driver of change: Transparent messaging and active leader engagement do more than just meet a requirement, they strengthen trust. We see effective communication as the tool that ensures gender equity becomes a natural part of everyday culture rather than an annual checklist.
• Early action as a competitive advantage: The organisations that lead are those that act early. By establishing governance now and integrating gender equity into ESG and reputation strategies, we position our workplaces as high-performing centers of inclusion and excellence.

We invite you to watch the replay by completing the form on this page. Together, we can explore how WTW solutions can support your organisation as you move from reporting to real, measurable impact.

Speakers

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Emma Longmore

Communication & Engagement Solution Community Leader

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Hamish Deery

Managing Director, Employee Experience

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