Take action

Businesses that take action to improve workplace gender equality are often more profitable and productive. The policies and strategies they implement help to improve recruitment, retention and reputation. 

This page contains tools, guides and case studies to help you take action to improve workplace gender equality in your business. Scroll down to browse all the areas where you can make a difference. Or use the left-hand column to jump straight to the section you need.

Employer gender pay gaps

Person viewing data

The WGEA Gender Pay Gap Analysis Guide helps employers to plan and execute a pay and composition analysis in order to identify the drivers of their gender pay gap.

calculator, maths problems and coins

These two examples show how a small business can conduct a pay gap analysis.

Employer Statement Guide Download now

Employers have the opportunity to provide a Statement that gives context to their gender pay gap results when WGEA publishes employer gender pay gaps in early 2024.

Help for employers

Man at desk with coin pile and woman at desk with coin pile

WGEA has a series of live masterclasses and live learning events to guide employers to deepen understanding of workplace gender equality take action to narrow organisations’ gender pay gaps.

Women careers

Find out what small businesses can do to improve workplace gender equality.

men and women standing on piles of coins

WGEA's 3-step pay equity guide will help small businesses address pay equity issues.

Gender Equality Strategy

Make a business case for promoting gender equality in your workplace.

Use WGEA’s GEI Policy and Strategy Guides to help you write policies and/or strategies for the 6 Gender Equality Indicators.

WGEA's gender strategy guide shows you how to analyse, design, implement and review changes that will improve workplace gender equality. 

WGEA's Gender Equality diagnostic tool will help you pinpoint equality gaps in your organisation. 

This useful guide will help you bring employees along on your journey to workplace gender equality.

This guide provides context, practical insights, and questions for boards and directors.

Gender diversity in leadership

Increasing the number of women in leadership reduces the gender pay gap, improves profitability and productivity. 

Research shows women face a backlash negotiating salary and men face a backlash for negotiating flexible work. 

Use this guide to help identify and remove gender bias from interviews, selection criteria, employee feedback and 'merit' promotion. 

 

Need help to prove that gender bias in recruitment and promotion exists? This page runs through all the research and studies.

Evidence-based insights from Australian companies on how to dismantle barriers to women's participation at senior levels. 

In 2016, Griffith University launched a program to increase the number of women in leadership. Find out what they did that resulted in 10 women being promoted.  

Kimberly-Clark Australia's Millicent Mill site has zero female hires in 2019. Find out how changes in recruitment resulted the workforce becoming 50:50. 

 

Harm prevention

Law guide

Using evidence to improve workplace sexual harassment prevention and response: The Employer Guide will help you meet your obligations under Positive Duty. 

people sitting at desks

How to tackle and eliminate these issues in the workplace.

hand holding white ribbon

Resources to help implement family violence policies and support.

Flexible work

WGEA's flexible work guide details best practice for employers and includes a diagnostic tool to check how your organisation is performing. 

Calculate your organisation's flexibility score and find out how you can improve. 

Support for parents and carers

How to build a business case, implement and review a parental leave policy. 

The impact of caring on the workplaces, and how employers can support their employees.

Men make up 42% of all parental leave taken at John Holland. Find out how, and why, they did it. 

How Stockland improved return to work rates by 20% and employee engagement by changing its parental leave policy.