Reporting questionnaire

The reporting questionnaire includes 17 questions relating to areas such as formal policies and strategies, employee movements, governing bodies, employer actions and consultations, as well as support for flexible working, carers and parents as well as policies for sex based harassment and family or domestic violence.

The questions are in step three of your compliance report in the WGEA portal. Please read and answer each question carefully. Further information is available by downloading our reference guide, or by selecting a drop down feature in the questionnaire where it is available.

Data Quality

Your answers in the reporting questionnaire are checked for possible anomalies. After you have submitted your report you may receive an email requesting that you review any potential errors and amend your answers. You may also call the Agency to discuss if you believe they are legitimate. 

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:

  • 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.

Examples of governing bodies include:

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 an other structure the management committee

Promotions are permanent changes when an employee advances to a raised or higher office or rank on an ongoing basis. They are not temporary changes to duties or in circumstances where an employee transfers to a position of equal rank or relocates to an overseas office.

Appointments include when employees are selected for another role or are on a fixed term contract and are reappointed to the same role. Promotions count as appointments so your number of appointments should never be less than the number of promotions in your questionnaire. Secondments or employees absorbed in acquisitions are not counted as an appointment.

Resignations refers to employees who have given up their employment voluntarily. Employer-initiated terminations, redundancies and retirement are not counted as a resignation

Policies are the guidelines, rules and procedures an organisation develops to govern its actions and outline decision making do’s and don’ts. It is:

  • widely communicated
  • available to and accessible by all staff

Strategies are an action plan created to achieve one or more goals and bridge the gap between where it is and where it wants to be. It:

  • relates to how you allocate and use materials and human resources
  • requires executive approval

Formal policies and strategies are written documents approved by human resources or management. A strategy can exist without a policy and a policy without a strategy – both can exist and support each other.

Workplace profile worksheets

These are the blank workplace profile template worksheets for both the unit level and aggregated options to be used to prepare your workplace profile data.

Salary calculator

This calculator helps organisations convert the salaries of casual, part-time, contract or part-year employees to annualised, full-time equivalent salaries for use in the workplace profile.