The inclusion of Gender Equality Targets in regular Workplace Gender Equality Agency (WGEA) reporting begins today – marking a major step forward for workplace equality in Australia.
For the first time, employers who directly employ 500 or more employees are required to select and meet, or demonstrate improvement on, 3 Gender Equality Targets.
This will be monitored as part of their regular reporting to WGEA.
It follows the passing of world-first legislation designed to build on existing reporting about the state of gender equality in workplaces. It enhances this to further motivate and empower employers to act through the requirement to demonstrate genuine outcomes.
The requirement to select and meet Gender Equality Targets was in amendments to the Workplace Gender Equality Act 2012 passed by the Australian Parliament in March 2025.
What starts today?
From 1 April, ‘designated relevant employers’ begin selecting 3 targets from a menu of 19 options that address key drivers of gender inequality in Australian workplaces.
By the end of 3 years, employers must:
- meet each target, or
- demonstrate measurable improvement against them.
Targets may be numeric (for example, increase the number of employees working part-time by 2%) or action (such as strengthening policies to prevent sexual harassment or improving flexible working arrangements).
Each employer’s selected targets will be published on WGEA’s Employer Data Explorer, strengthening transparency and accountability to employees, shareholders and the wider community.
Why set targets?
Australia’s national gender pay gap remains at 21.1%, men’s uptake of primary carer’s leave is at 20% and the Chair of a governing body is almost 4 times more likely to be a man.
While there has been gradual improvement over time, progress has been slow. Consistent and sustained momentum from all employers is a key foundation to ensure we create workplaces where gender does not influence the experience or outcomes of Australian workers.
Recent WGEA data shows that half of reporting employers have a gender pay gap above 11.2%.
Even where significant gaps are identified in the outcomes and experiences of men and women in their workplace, too many employers are not taking sustained action or monitoring progress that will make a difference.
Targets are designed to change that.
Clear, measurable targets focus attention and support better decisions about where to direct time, effort and resources. They also help shift gender equality from one‑off initiatives to embedded business practice.
Evidence continues to show that diverse and inclusive workplaces are more innovative, productive and better able to attract and retain talent – delivering benefits for employees, organisations and the broader Australian economy.
What does selecting targets look like in practice
Targets support employers to focus on the areas where change will have the greatest positive impact for their workforce.
For example:
- an employer might commit to action on improving the proportion of men taking primary parental leave and select the targets from the menu that actively enable and support father care. This might include adopting a universal paid parental leave policy or removing a qualifying period to be eligible for parental leave
- another may choose to focus their actions on improving the gender balance of particular roles at a level, occupation or work arrangement. Targets selected could relate to improving part-time roles or expanding the type of flexible work arrangements that might be particularly appealing to their under-represented cohort.
The emphasis is on practical, achievable actions that improve fairness and opportunity for women and men.
What employers are telling us
Specific, measurable and visible targets are already known to be mechanisms that deliver business outcomes and improved performance.
Since the legislation was passed, WGEA has worked closely with employers to support readiness.
Over the past year more than 3,500 people have attended WGEA targets webinars, masterclasses and events in preparation for the change.
Sessions focused on understanding the law, selecting meaningful targets, and assigning clear accountability for delivery.
Employers already using targets say the process:
- sharpens insight into workforce data
- helps prioritise actions with the greatest potential impact
- keeps gender equality on the leadership agenda over time.
Targets reflect and reinforce meaningful change
The right targets for any organisation are data-informed and purpose-led. They rely on understanding the workforce data, identifying the key drivers of inequality in the organisation, and committing to actions that will deliver real and lasting change.
When done well, targets provide clarity for leaders, accountability for organisations and confidence for employees that progress is being taken seriously.
By setting clear, measurable goals, employers can focus effort where it matters most, move beyond intention and embed gender equality into everyday business decisions and long-term planning.
Employers are encouraged to start early, engage leaders and use the WEGA supports available to make informed, effective choices.
Got questions? Find answers to the most common questions in our FAQ.
One-stop-shop to explore WGEA's targets resources, step-by-step guidance and educational webinars with our gender equality experts.
See the simple list of the 19 action and numeric targets that employers can select.