WGEA’s guidance on collecting diversity data helps you gather information safely and respectfully, giving you the evidence you need to drive real change.
What’s inside:
4 simple principles underlying collection: employer accountability, privacy, inclusion and employee agency
recommended practice and checklists
sample questions you can use to collect diversity information from your employees.
Why collect diversity data?
Understanding your workforce is the first step towards building an inclusive and fair workplace. Gender is one aspect of diversity, on which WGEA focusses. But we know different groups experience gender inequality at work in different ways. Efforts to improve gender equality are more effective when they are inclusive and intersectional. Employers who build additional aspects of diversity into their data collection, reporting and Action Plans are better able to address specific issues that drive different outcomes.
With the guidance employers can:
See the whole picture: gender inequality often overlaps with Aboriginal and Torres Strait Islander identity, cultural background and disability.
Collect information with care and confidence: the guidance contains clear principles that protect privacy and respect employees.
Take action: use diversity information to improve policies and create fair workplaces.
Download and read WGEA's guidance
Download and read WGEA’s guidance: Collecting employee diversity information to advance workplace gender equality.
This guidance responds to Recommendations 6 and 7.2 from the 2021 Review of the Workplace Gender Equality Act 2012. While it helps you better understand your workforce, it does not indicate a requirement for you to report the diversity information you collect to WGEA.