YWCA Canberra's actions to create an inclusive workplace culture have resulted in more men working in the organisation, and a reduction in the gender pay gap.
Like many employers in the social services, YWCA Canberra has a workforce dominated by women. In 2024-25, the organisation's gender pay gap results also showed that women were paid 10.5% more than men, on average.
After what the CEO describes as "deliberate, sustained action" the organisation has managed to reduce their gap to -4.9%, a figure now within the target range.
Research shows that the gender balance of a workplace does have an impact on hiring practices. Acknowledging there was an issue based on the data, YWCA sought to identify systemic barriers to equality and to promote fair and transparent policies across every level of the workforce.
Frances Crimmins, CEO YWCA Canberra
“We’ve worked hard to build a workplace where every employee is valued and rewarded equitably, and these figures reflect that commitment. We hope our results inspire other ACT employers to take bold steps towards pay equity.”
As a WGE Citation holder, the organisation featured in a news story in The Canberra Times (4 March 2026) celebrating their progress towards equality on the day that WGEA published employer gender pay gaps in 2026.
YWCA Canberra is clear that the value of the WGEA Citation goes well beyond the badge.
The Citation provides a rigorous benchmark and access to WGEA’s expert support that helps the organisation test assumptions, use data well and sharpen its focus on what delivers real impact for employees.
Turning strategy into everyday inclusivity
YWCA Canberra’s Gender Equality and Equity Strategy, embeds gender equality into leadership expectations, policies and everyday decision‑making. The strategy prioritises inclusion, responsibility and equality, ensuring leaders visibly champion gender equality and progress is actively measured and reported.
As a result, tangible improvements are being felt across the organisation.
Flexible work is now embedded as standard practice rather than an exception, supported by strong policy settings and leadership accountability. This has improved workforce participation, retention and wellbeing across different roles and life stages.
Pay and progression decisions have become clearer and fairer, underpinned by regular analysis and structured frameworks that reduce bias and build confidence in equitable outcomes.
Capability has also lifted through mandatory training on respectful workplaces, prevention of sex‑based harassment and gender equality. This action has created consistency and shared understanding across teams.
Leadership lessons for executives
Importantly, YWCA Canberra does not see these outcomes as the end point. Holding the WGEA Citation is viewed as an ongoing commitment to continuous improvement, signalling to employees and stakeholders that gender equality will remain a core priority.
For executives and Board leaders, the lesson is compelling. Gender equality is not only achievable – it strengthens organisational performance, culture and reputation. YWCA Canberra’s journey shows how sustained focus, supported by expert guidance and robust benchmarks, can translate into measurable and meaningful outcomes.
If your organisation is considering how to accelerate progress on gender equality, the WGEA Citation program offers a clear and credible pathway.
Visit WGEA’s website to find out more about how WGEA’s Workplace Gender Equality Citation can support your organisation to set strong benchmarks, access expert insight and drive lasting change.
The full list of employers recognised for outstanding capability and achievement in key areas that influence workplace gender equality.
Read WGEA's Citation Standards and use our self-assessment checklist to determine if your workplace is eligible to apply.
Learn how to plan and execute a pay and composition analysis in order to identify the drivers of your gender pay gap.