Showcase your commitment to gender equality
Workplace Gender Equality Agency reporting support
Reporting on progress to advance gender equality to the Australian Government’s Workplace Gender Equality Agency (WGEA) is mandatory for certain private and public sector organisations under the Workplace Gender Equality Act 2012. From 2024, WGEA requires all organisations with more than 500 employees to have policies or strategies in place for six gender equality indicators. From 2026, employers with 500 or more employees have to select and commit to achieving 3 gender equality targets from a menu of numeric and action-oriented targets. Perspective Hive can help with reporting and target setting requirements, and also developing policies and strategies if these are not already in place.
Case study: See how we supported a school with strengthening its WGEA reporting to more accurately reflect its commiment to gender equality.
WGEA annual compliance reporting
We support clients with preparing for submitting the reporting questionnaire that accompanies the workforce profile and gender pay gap data required by WGEA.
This includes:
- Creating a project management plan that breaks down the key requirements into actions.
- Working with stakeholders across the business and HR to source required submission information.
- Copy writing of key content that positions the organisation’s efforts to promote gender equality.
The Workplace Gender Equality Agency’s (WGEA’s) Six Gender Equality Indicators
The Workplace Gender Equality Agency’s (WGEA’s) Six Gender Equality Indicators Explained
1.
Gender composition of the workforce: measures the participation rates of women, men and non-binary employees in the workforce and leadership, as well as the rates of resignations, promotions and appointments by gender.
2.
Gender composition of governing bodies of relevant employers: looks at the gender make-up and selection of chairs and other board members and actions taken to drive change.
3.
Equal remuneration between women and men: looks at the difference between the average and median remuneration of women and men and the actions employers are taking to reduce the gender pay gap.
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: this includes policies, strategies and actions relating to flexible working arrangements as well as parental, caring and family violence leave and support for employees.
5.
Consultation with employees on issues concerning gender equality in the workplace: Measures how, when and how often employers engage with their employees on issues of workplace gender equality.
6.
Sexual harassment, harassment on the ground of sex or discrimination: measures employer policies, strategies and actions to prevent and respond to sexual harassment, harassment on the ground of sex or discrimination in the workplace.
WGEA Employer of Choice Citation
The Employer of Choice for Gender Equality (EOCGE) Citation by the Australian Workplace Gender Equality Agency (WGEA) is awarded to organisations that demonstrate commitment and success in promoting gender equality in the workplace.
To attain the EOCGE Citation, organisations need to submit a comprehensive application demonstrating how they meet these criteria and provide evidence of their initiatives and policies that meet the stringent Citation standards.
Our approach helps you:
- Create a project management plan that breaks down the key requirements into actions e.g. identifying relevant policies or strategies.
- Working with stakeholders across the business and HR to source submission information including policies, key data and specific initiatives.
- Copy writing of key content that positions the organisation’s efforts to promote gender equality.
We also have experience in helping organisations implement the required actions, initiatives and changes to be able to be considered an Employer of Choice for Gender Equality.