Over the past 5 years there’s been an extensive suite of reform – both to laws, and also to how WGEA operates as an agency, to drive progress on gender equality in Australia.
Legislative changes during this period include:
- Large employers now must have policies and strategies in 6 key areas that improve gender equality
- Expanded sexual harassment reporting
- A requirement that WGEA reports go to an employer’s governing body
- The publication of employer gender pay gaps
- Large employers must select and meet gender equality targets
- Reporting by Commonwealth Public Sector employers.
WGEA’s 2024-25 Annual Report sets out how the Agency has met these legislative reforms and supported employers to meet their reporting and performance requirements and use their data to inform actions to drive effective change.
WGEA CEO Mary Wooldridge said it has been a tremendous honour to have guided WGEA’s work since 2021.
“I’m energised by the engagement and improvement that I have seen from employers in that time,” Ms Wooldridge said.
“Their dedication and commitment to creating equal and fair workplaces is clear - both in conversation with business leaders and in the progress we can see from the data they report to WGEA.”