Our world-leading dataset relies on our organisations to provide accurate information on their workplaces. By providing the Workplace Gender Equality Agency with standardised data, organisations allow us to compare between and within industries. This data set results in Competitor Analysis Benchmark Reports that are meaningful and valuable to organisations.
There are six steps for completing the compliance report online in the Reporting tab:
- Confirm organisation reporting details
- Complete workplace profile
- Complete reporting questionnaire
- Complete notification and access requirements
- CEO sign-off confirmation
- Submit your report
Confirm the pre-populated details or update your organisation reporting details via the 'Organisation' tab of the online portal.
a. Select unit level or aggregated data.
The workplace profile is to be provided to the Agency as either unit level data or aggregated level data. For either option, we recommend you prepare your data using the workplace profile worksheets available from the website.
|Option 1: Unit level data||Option 2: Aggregated data|
|Simplest option, one table to complete
One employee per line (de-identified employee data).
Two tables to complete: one for managers, one for non-managers*.
*This is because the reporting level to the CEO is only required for managers. Graduate and apprentice categories only apply to non-managers.
|Once uploaded, the online system generates the aggregated tables from your unit level data and automatically calculates the relevant remuneration totals.||
Employers need to calculate:
b. Choose a date
The workplace profile reflects the actual headcount (actual number of employees, not full-time equivalents) of all employees at a point in time (any day) within the applicable reporting period (1 April - 31 March). All employees refers to full-time, part-time, those on a fixed-term contract and casual employees.
The remuneration data associated with the employees included in the workplace profile is for the 12 months prior to the date chosen for the workplace profile.
c. Categorise employees
All employees (managers and non-managers) must be categorised using the standardised manager and non-manager occupational categories. We have guides to help categorise employees. Refer to our manager categories guide and our non-manager occupational categories guide for help.
d. Allocate reporting levels relative to the CEO for all managers
Reporting levels to the CEO are only required for managers, they are not required for non-managers. They are to be determined AFTER employees have been categorised to the correct manager category (as above).
e. Make sure the remuneration data is converted to annualised AND full-time equivalent amounts
Remuneration data is required for all employees, excluding the CEO (or equivalent), managers with a reporting level to the CEO of +1 (i.e. those who are more senior than the CEO and report to someone overseas) and managers employed on a casual basis.
Remuneration needs to be annualised and converted to full-time equivalent for both base and total remuneration.
For detailed definitions of remuneration terms, see Table 9 in the 2018 Reporting Reference Guide.
Types of remuneration
Pro Rata: Proportional payments e.g. superannuations
Fixed: One-off payments e.g. overtime or Christmas bonuses
The reporting questionnaire comprises 17 questions and a non-mandatory feedback question. Response options are typically yes/no or table format. Where 'no' is selected, employers have the option to provide a reason for this using pre-set options or a free-text box. The responses must apply to all organisations included in the report and during the applicable reporting period (1 April to 31 March).
By ticking the relevant box in this section, relevant employers approve the notification and access requirements page be included in the public report. There is also a free text box to list relevant employee organisations if applicable.
Public reports are available on the Agency’s website towards the end of the calendar year for the previous reporting period. It is the responsibility of the employer to provide access to the report to employees and members or shareholders via their own channels.
Relevant employers acknowledge that the report has been signed by the relevant CEO by adding her/his name and ticking the relevant box.
An acting CEO of the relevant employer will also be able to sign the public report. The signed report is what the employer is required to make available to employees and shareholders or members.
Finally, click on the 'submit' button in step 6 to officially lodge your compliance report. Once the report has been submitted, employers can access both the public and confidential versions from the bottom of the 'Reporting summary' page of the portal.