3.5 How do I meet GEI 2?


GEI 2 relates to the gender composition of your governing bodies. 


Define a governing body

Your organisation, and organisations you are reporting on, will have a governing body as defined in the Workplace Gender Equality Act 2012 (Act). An employer is required to report on the composition of its governing body regardless of whether the governing body is based in Australia or overseas.

The Act defines a governing body as the:

  • board of directors
  • trustees
  • management committee
  • council 
  • other governing authority.

A governing body:

  • includes voluntary boards of not-for-profit organisations
  • is not a diversity council or committee
  • is not a global diversity and inclusion team.

If your organisation … 

the governing body will likely be … 

is a private or publicly listed company

one or more directors or a board of directors

is a trust

the trustee

is a partnership

all or some partners, if they are elected

shares a governing body with your parent organisation

the same as your parent’s

is a religious structure

a canonical advisor, bishop or archbishop

is any other structure

the management committee



Q2.1: Report on governing bodies

Question 2 requires you to list:

  • all entities you are reporting on 
  • the gender composition of each governing body separately
  • any gender balance target and a year to reach it. 

If your organisation has fewer than 80 employees and you submit your own report, you must include your governing body unless it is included in another report.

Question 2 has sub-questions from 2.1a to 2.1g, which appear based on your answers. Some ask you to enter data in a table. Do not leave any cells blank. If a cell does not need data, enter zero.

If your report covers more than one organisation, questions 2.1a to 2.1g will repeat. You must answer them for each organisation before going to question 2.2.

When to report


If you are a parent organisation, regardless of the employee numbers (i.e. fewer than 80).

If you are a parent reporting on 6 entities – your own company and 5 subsidiaries – but only 3 have 80 or more employees, list:

  • yourself
  • the 3 subsidiaries.

Even if:

  • the governing body is based overseas
  • your governing body is the same as your parent’s.

If your governing body is the same as your parent’s, enter:

  • your name
  • the gender composition of their governing body.

Write your organisation’s name in 2.1a. Then list the gender composition numbers of your governing body’s:

  • chair in 2.1b (if the Chair rotates, enter the gender of the Chair at the last meeting)
  • board members in 2.1c.

If you list more than 20 board members or two chairs per table, we will contact you to confirm your data.

A target is an achievable, time-framed goal that an organisation can set to focus its work. A gender balance target is a goal for a specific group, in this case the governing body or board.

Targets are different from quotas in that:

  • targets are set by an organisation to suit its own results and timeframes
  • quotas are set by an external body with the authority to impose them. 

We have created a target-setting toolkit to help you set gender balance targets. Organisations that use this tool can improve their gender diversity and reap the rewards, including:

  • attracting and keeping the best talent
  • performing better organisation-wide
  • gaining a competitive advantage.

Download our guidelines, which show you how to use the calculator to set and meet gender balance targets. Gender balance for these purposes is:

  • 40% women
  • 40% men
  • 20% either.

In your report, please enter:

  • a number from 0–100 in 2.1e if a governing body has set a gender balance target
  • a date, in YYYY format, in 2.1f if it has set a year to reach it
  • zero if it has not set a target or date.


Q2.2: Develop a formal policy for appointing governing body members

Question 2.2 asks if you have a formal selection policy or strategy for the governing body members of all organisations in this report. To answer yes, you must have a standalone policy or strategy or include this item in another policy or strategy.

Formal selection policies or strategies must be:

Should have:


  • in writing
  • approved by governing body members.
  • the mix of skills and diversity the governing body wants in its members, in line with Principle 2 of the ASX Corporate Governance Council Principles and Recommendations
  • a documented process to select these members.

You can:

  • include details on how the governing body or board identifies and screens its members
  • select at least one female candidate in male-dominated industries
  • select at least one male candidate in female-dominated industries.



Q2.3–2.4: Report on equity and non-equity partners

Question 2.3 asks if your organisation operates as a partnership structure. If you answer yes, you must report on the gender composition of equity and non-equity partners in question 2.4. 

Only include partnerships in your response. Here, an equity and non-equity partner:

  • is part of a legal structure that is a partnership
  • is not any shareholder or business partner in an incorporated (Pty Ltd, Ltd or Inc) or unincorporated business. 

Non-equity partners can also be called fixed-share or fixed-draw partners. Some partners may also be governing body members when you report on a governing body’s gender composition in question 2.1.

In question 2.4, report on the number of equity and non-equity partners by:

  • gender
  • employment status 
  • manager and non-manager categories. 

You can find the standard manager and non-manager categories in section 2.3.

Do not include:

  • someone whose title is partner but is on an employment contract
  • the managing partner.

Instead, include them in your workplace profile, listing the managing partner as CEO.