WGEA gender pay gap publication: what's reported and what's published

The reporting regime

The Workplace Gender Equality Act 2012 establishes a reporting regime for Australian employers. Non-public-sector employers with 100 or more employees are obligated to submit an annual report to the Workplace Gender Equality Agency (WGEA). Employers can use the WGEA readiness tool to assist with this process.

The reporting period is defined as 1 April to 31 March, and reports must be lodged by 31 May. This timeframe ensures consistent data collection and allows for timely analysis of gender equality trends across Australian workplaces.

Report content is structured to provide a comprehensive overview of gender equality practices. The information submitted covers workforce composition, remuneration, leave, recruitment, promotion, training, and consultation arrangements.

What changed in 2024

The Workplace Gender Equality Act 2012 has been amended, resulting in a significant change to reporting requirements. Previously, data was aggregated and reported at a broader level. Now, WGEA is required to publish gender pay gap data at the individual employer level.

This new reporting obligation means that employer-level gender pay gap data was published for the first time in February 2024. This represents a shift towards greater transparency regarding gender pay equity within Australian workplaces.

The data now published includes several measures to provide a comprehensive view of remuneration differences. These measures consist of median total remuneration gap, median base salary gap, average total remuneration gap and average base salary gap.

Compliance consequences

Failure to submit a report, or submitting a report that does not meet WGEA requirements, carries specific consequences. An employer found to be non-compliant may be publicly named by the Workplace Gender Equality Agency.

Being identified as non-compliant can have further repercussions. Employers in this category may be excluded from opportunities to tender for Commonwealth Government contracts and from receiving certain Commonwealth grants and financial assistance.

The public naming and potential exclusion from government procurement have been recognised as substantial factors motivating employers to ensure compliance with WGEA reporting obligations. Use the compliance calendar tool to track reporting deadlines.

What employers should do

Employers should undertake an audit of pay-equity data prior to the reporting period. This audit should use the same methodology as the Workplace Gender Equality Agency (WGEA) applies. Identifying and addressing any issues before publication allows for proactive management of potential reputational impacts.

Executives and boards should be briefed on the figures that will be published, and any narrative the employer intends to include alongside the data. This ensures transparency and allows for a coordinated response to any questions or concerns.

Recognising gender-equality reporting as a board-level reputational matter, rather than solely a compliance lodgement, is essential. Employers can demonstrate action being taken by utilising the structured ‘gender equality strategies and policies’ fields within the WGEA reporting process.