THE WGEA REPORTING REGIME

Who must report?

Under the Workplace Gender Equality Act 2012, non-public sector employers with 100 or more employees in Australia must report annually to the Workplace Gender Equality Agency (WGEA). Once your organisation reaches the 100-employee threshold, you must continue reporting even if your headcount drops, until it falls below 80 employees for a full reporting period.

The Six Gender Equality Indicators (GEIs)

Your submission is assessed against six legislated Gender Equality Indicators. A failure to provide comprehensive data across these domains constitutes non-compliance.

• 1
  GEI 1: Gender composition of the workforce
• 2
  GEI 2: Gender composition of governing bodies
• 3
  GEI 3: Equal remuneration between women and men
• 4
  GEI 4: Availability and utility of employment terms, conditions and practices relating to flexible working arrangements and to working arrangements supporting employees with family or caring responsibilities
• 5
  GEI 5: Consultation with employees on issues concerning gender equality in the workplace
• 6
  GEI 6: Any other matters specified by the Minister (currently sex-based harassment and discrimination)

The Publishing of Gender Pay Gaps

Recent legislative changes have drastically altered the risk profile of WGEA reporting. WGEA now publicly publishes the gender pay gaps of individual employers.

The Employer Statement

To provide context to your published pay gap, employers have the option to provide an Employer Statement. This is your organisation's opportunity to explain the drivers behind your pay gap and outline your strategy to close it.

Drafting a robust Employer Statement requires significant strategic oversight and must be signed off by your CEO or Board before submission. A poor statement can cause more reputational damage than a high pay gap.

Timeline & Deadlines