WGEA six Gender Equality Indicators — what each one covers

What the indicators are

Section 3 of the Workplace Gender Equality Act 2012 (Cth) establishes six ‘gender equality indicators’ that employers must report against. These indicators provide a framework for assessing gender equality within workplaces.

The indicators are: gender composition of the workforce; gender composition of governing bodies of relevant employers; equal remuneration between women and men; 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; consultation with employees on issues concerning gender equality in the workplace; and sex-based harassment and discrimination.

Each indicator focuses on a different aspect of gender equality, aiming to provide a comprehensive overview of an employer’s performance in this area.

Reporting obligation

Non-public sector employers with 100 or more employees have an annual reporting obligation. This requires them to report against all six Gender Equality Indicators (GEIs). Reports are submitted electronically via the WGEA Portal.

The reporting period covers the year from 1 April to 31 March. Employers must then lodge their reports within the timeframe set by the Workplace Gender Equality Agency. This timeframe is typically by 31 May.

These reports contribute to the WGEA employer-level pay gap publication and broader understanding of gender equality in Australian workplaces.

Policy requirements from 2024-25

From the 2024-25 reporting period, employers with 500 or more employees are required to have a policy or strategy for each of the six gender equality indicators. This requirement is outlined under section 19 of the Workplace Gender Equality Act 2012.

The 500-employee headcount used to determine this obligation is assessed on the snapshot date for the reporting period. This means that employers meeting this threshold are subject to the policy and strategy requirement.

Failure to have a policy or strategy for each indicator can result in the employer being named on the WGEA’s non-compliant list under section 19D.

Consequences of non-compliance

Failure to meet the Workplace Gender Equality Agency’s (WGEA) reporting requirements carries several potential consequences for employers. These include being publicly listed on WGEA’s non-compliant list. This list is a visible record of organisations not meeting their obligations under the *Workplace Gender Equality (Reporting) Act 2021*. WGEA gender pay gap publication details the purpose of the Act.

Beyond public listing, non-compliance can impact an employer’s ability to secure government support. Specifically, non-compliant employers may become ineligible to bid for Commonwealth contracts. They may also be prevented from accessing certain Commonwealth grants and financial assistance programs.

An employer’s compliance status is a matter of public record, published on the WGEA website. This transparency aims to encourage accountability and drive improvements in gender equality across Australian workplaces.