6 actions to take to check your gender pay gap

WGEA will publish median gender pay gaps for base salaries and total remuneration. This information is available in your Executive Summary.

• Your median gender pay gap is different to your average (mean) gender pay gap.
• The gender pay gap you received in your Reporting Overview was your average total remuneration gender pay gap. This gender pay gap will not be published in early 2024.

Learn more about what will be published here - Publishing employer gender pay gaps | WGEA

WGEA calculates your gender pay gap based on the data provided in the Workplace Profile of your Gender Equality Report for 2022-23. 

The Workplace Profile was compiled with employees employed on a specific day in the reporting period (1 April 22 to 31 March 23), this is known as the snapshot date. Calculations that use a different snapshot date may have a different result.

WGEA’s GPG calculation includes the remuneration of:

• all full-time, part-time and casual employees employed in Australia by your organisation on the snapshot date (regardless of whether they are Australian citizens or not)
• employees who have worked overseas for less than six months in the reporting period 
• employees on parental leave (paid or unpaid) or on extended leave 
• casual or seasonal workers 
• trainees, apprentices and graduates
• equity partners who receive part of their earnings as a salary. 

It does not include the remuneration of:

• CEO or equivalent
• Heads of Business (HOB)
• Overseas reporting managers (OSM)
• employees you reported as non-binary
• casually employed managers and/or any employee given '0' for their income in your WGEA Report.

Total remuneration is an employee’s base salary amount plus any additional benefits whether payable directly or indirectly, whether in cash or in a form other than cash.

This includes:

• wages or salary payments
• superannuation
• bonuses (or performance pay)
• higher duties allowances and temporary performance loadings
• allowances
• back pay or workers compensation payments
• commissions, penalty rates, over-time, or shift loadings
• over-award or over-agreement payments
• share allocations
• cashed-out annual or long service leave payments
• non-monetary benefits
• employer-funded parental leave
• other payments whether in cash or in a form other than cash.

The total amount of these payments is before tax and before any salary sacrificed items have been taken out.

Earnings of part-time or casual workers must be annualised. This means taking their actual earnings and converting these to the amount they would have earnt if they worked full-time hours and for the full year. 

Earnings to be annualised include:

• wages or salary payments
• superannuation
• bonuses (or performance pay)
• higher duties allowances and temporary performance loadings
• allowances
• commissions, penalty rates, over-time, or shift loadings?

For employees covered by an Australian ABN who are paid in a foreign currency, payments are converted to Australian dollars using the exchange rate on the snapshot date.

WGEA will publish your gender pay gap by submission group.

Check that all organisations reported in your submission group are included in your gender pay gap analysis. 

The gender pay gap is the difference between women’s and men’s average total remuneration, expressed as a percentage of men’s total remuneration.

The median income is the number that falls into the middle when everyone’s wages are lined up from smallest to largest. For example: If a business has five employees and three are paid $60,000, one is paid $90,000 and one is paid $100,000 the median income is $60,000.

To calculate your own median total remuneration gender pay gap:

• gather the total remuneration for each employee in your submission group on the snapshot date you submitted to WGEA
• calculate the median total remuneration of men
• calculate the median total remuneration of women
• Do the following calculation:

If you still have questions about the gender pay gap calculated by WGEA, please reach out to us by emailing support@wgea.gov.au before WGEA publishes employer gender pay gaps in early 2024.