WGEA Review Report

Review of the Workplace Gender Equality Act 2012, December 2021

Brief overview of WGEA's role

Established by the Workplace Gender Equality Act 2012 (Workplace Gender Equality Act), the Workplace Gender Equality Agency (WGEA) manages a reporting program, in which non-public sector employers with 100 or more employees (‘relevant employers’) report to WGEA against six gender equality indicators (GEIs) on an annual basis. The resulting eight-year gender equality dataset is considered world-leading. How WGEA supports employers to improve gender equality outcomes is shown in figure 2.

WGEA works with employers to help them comply with their reporting requirements under the Workplace Gender Equality Act. This reporting framework aims to highlight measures that employers can focus on to improve workplace gender equality outcomes. WGEA provides advice, practical tools and education to employers to help them improve their gender performance including through the assessment and measurement of gender equality data. The Data Explorer, published on the website, releases all workplace gender equality data collected (excluding remuneration) and enables the public to access and analyse overall, industry and individual company performance.

WGEA also works with employers, business, industry and professional associations, academics and researchers, equal opportunity networks and women’s groups promoting and contributing to understanding, acceptance and public discussion of gender equality in the Australian workplace.

WGEA undertakes research and analysis on a range of issues relevant to workplace gender equality, often in partnership with other organisations. WGEA releases information on the gender pay gap, including the gender pay gap which is calculated from their data. Unlike the national gender pay gap, WGEA’s total remuneration gender pay gap covers full-time total earnings and is currently at 20.1 per cent. WGEA also calculates the national gender pay gap using ABS data. For more on the gender pay gap, see WGEA’s Fact Sheet, Australia’s Gender Pay Gap Statistics at Appendix 6.

WGEA promotes best practice through the Employer of Choice for Gender Equality citation and Pay Equity Ambassadors. It also provides information on key topics such as parental leave, flexible work and procurement policies.

The Director of WGEA is a core member of the newly established Respect@Work Council. The Council brings together leaders from key government regulators and policy makers responsible for sexual harassment policies and complaints to improve coordination, consistency and clarity across existing legal and regulatory framework. More information is available at: https://www.ag.gov.au/rights-and-protections/human-rights-and-anti-discrimination/respect-at-work/council.

Figure 2 – How WGEA supports employers improve gender equality outcomes

Figure 2. How WGEA supports employers improve gender equality outcomes Work Place Gender Equality Agency (WGEA) is established by the Workplace Gender Equality Act 2021. WGEA’s vision. For women and men to be equally represented, valued and rewarded in the workplace. We provide employers data-backed insights, practical enabling tools and leading-edge research to accelerate change to achieve workplace gender equality. The problem of gender inequality in Australian workplaces. Significant gender inequality persists in Australian workplaces. Women earn less, are more likely to be in insecure work, are less likely to have a voice in key decision-making processes and their safety is at risk from harassment and discriminatory practices. The challenge has been exacerbated during the pandemic, where women have taken on the bulk of the additional unpaid caring roles, creating increased barriers to their full economic participation. The gender pay gap is *20.1% and there is a gender pay gap in favour of men across every occupation and industry, including female-dominated industries. * All data references are to the WGEA 2019-20 dataset. Women represent 18%of CEOs, 40% of managers and 28% of Board Directors. Three times more women work part-time than men and only a small proportion of men work flexibly or take parental leave. Women’s lower lifetime earnings results in greater economic insecurity in retirement, with the gender superannuation gap at over *23%. *ATO Taxation Statistics 2018-19. Data provided by employers to WGEA. The WGEA collects annual data from non-public sector employers with 100 or more staff, against six workplace gender equality indicators (GEIs). To meet the Act’s Minimum Standards, companies with over 500 employees must have a policy or strategy on at least one of GEIs 1, 3, 4 or 6. GEI 1: gender composition. GEI 2: gender composition of governing bodies. GEI 3: equal remuneration between women and men. GEI 4: employment terms, conditions and practices relating to flexible work, supporting family or caring responsibilities. GEI 5: consultation with employees on gender equality. GEI 6: sex-based harassment and discrimination.

Figure 2.1 page 21. Analysis by WGEA of employers’ data. Widely regarded as a world-leading dataset, WGEA has 8 years of information about the GEIs in Australian workplaces and is the trusted primary source of workplace gender equality data in Australia. Data analysis and insights are provided to employers about their results, including over time, and benchmarking their performance against their industry. A public dashboard showcases results; overall, by industry, by company, over time and by company size, excluding confidential remuneration data. Extensive research partnerships interpret and analyse the reporting and Employer of Choice data, identifying effective approaches to progressing gender equality and developing educational tools for employers to take action. WGEA's impact. Annual reporting and analysis of data and insights assists companies to undertake consistent and comprehensive action, which is proven to reduce gender pay gaps and improve gender equality outcomes in workplaces. WGEA’s Employer of Choice for Gender Equality (EOCGE) citation provides a challenging framework of strategic actions employers must take and has generated significant positive change. EOCGE employers have a faster reduction in their gender pay gap and greater proportion of women in all levels of management, on their boards and working full-time. WGEA's tools and resources are widely utilised and described by employers as invaluable in designing workplace policies and strategies which help to attract and retain staff. Employers undertaking pay gap analysis has doubled in 7 years, assisted by WGEA’s gender pay gap calculator and pay equity guide, which was viewed 180,000 times last year alone. Leading edge research including WGEA and Bankwest Curtin Economics Centre finding a world-first causal relationship between more women in leadership and increased business performance and value, definitively proving the business case for action on gender equality. WGEA’s assistance to employers. WGEA staff are workplace gender equality specialists and work closely with employers to assist them to report, analyse their data, identify opportunities for action, use the tools and implement new strategies to improve their gender performance.