Publications

Gender equality is the result of a number of complex issues. The Agency produces publications that draw on both the data and academic research to investigate both the causes and impacts of gender inequality. The evidence-based publications listed below offer deeper insights into topics such as negotiation in the workplace, parental leave, women's economic security in retirement, unpaid care work, mentoring and sponsorship and targets and quotas.

 

 

This section contains all submissions made by the Agency into commission inquiries and reviews. Ranging from submissions on women's retirement and economic security, to the gender pay gap, parental leave and more.  

KPMG has developed this report, She’s Price(d)less: The economics of the gender pay gap, for Diversity Council Australia and the Workplace Gender Equality Agency. The report uses structured econometric modelling to determine the factors that underpin the gap, and to what extent they contribute to the issue.

Gender bias is pervasive at work and in organisations, creating inequalities at every stage of the employment cycle. This insight paper highlights some of the research examining how gender bias operates at work and provides evidence-based suggestions for creating more equitable recruitment and promotion systems.

This fact sheet looks at the features of ‘female-dominated’ and ‘male-dominated’ organisations, while highlighting the unequal distribution of women and men across industries and occupations.

This research gives an overview of countries that have gender equality reporting schemes as well as information about a number of different models that are currently in use throughout the world.

The Business Council of Australia, McKinsey & Company and the Workplace Gender Equality Agency teamed up to undertake a study using three years of WGEA data and more than 40 interviews. The result, Women in Leadership: Lessons from Australian companies leading the way, provides an evidence-based recipe for dismantling barriers to women’s participation at senior levels and a correlation between representation of women in senior roles and the practice of normalising flexible work.

This paper explores how workplace negotiation contributes to gender inequality and what organisations and individuals can do to improve outcomes.