Australia is at the start of a renewed push to improve workplace gender equality sparked by extensive legislative reforms. This report shows in part what employers were doing in anticipation of those reforms, and the opportunities for progress that lie ahead. 

The report, prepared in accordance with the Workplace Gender Equality Act 2012, details the progress achieved in relation to the gender equality indicators for the period 1 June 2022 to 31 December 2024. For the first time, the report includes data from the Commonwealth public sector, creating a baseline from which to measure progress in future reports. The Act requires ‘relevant employers’ with 100 or more employees to report annually against six gender equality indicators (GEIs). These are:

• GEI 1 – gender composition of the workforce
• GEI 2 – gender composition of governing bodies of relevant employers
• GEI 3 – equal remuneration between women and men
• GEI 4 – availability and utility of employment terms, conditions and practices relating to flexible working arrangements for employees and to working arrangements supporting employees with family or caring responsibilities
• GEI 5 – consultation with employees on issues concerning gender equality in the workplace
• GEI 6 – sexual harassment, harassment on the ground of sex or discrimination.

Key findings

• Evidence of progress in recent years can be seen across each of the six GEIs.
• More employers now have policies and strategies for each of the gender indicators, record numbers are conducting a gender pay gap analysis, taking action on the results and consulting their employees.
• Employers are taking their positive duty to prevent workplace sex discrimination and sexual harassment seriously.
• In the past year, a majority of employers have reduced their gender pay gaps.  
• Key areas for improvement do remain, such as addressing occupational and industrial segregation and improving gender balance on boards.