Employer guidance on developing policies and strategies for the 6 Gender Equality Indicators

Under Australian legislation, employers with 500 or more employees must have policies and/or strategies that address each of the 6 Gender Equality Indicators (GEIs).

An employer can be compliant with this requirement by having separate polices or strategies for each GEI, or by having a gender equality strategy or policy that addresses each of the 6 GEIs. Either way, the set of policies or strategies must explicitly address each GEI.

WGEA’s GEI Policy and Strategy Guides below address each of the 6 GEIs. They define key terms and suggest what employers should include in the policies and strategies. Employers can incorporate these suggestions into their broader gender equality strategy or specific GEI policies and strategies. 

Download the GEI Policy and Strategy Guides

GEI 3: Equal remuneration

GEI 5: Employee consultation

GEI 6: Sexual harassment, harassment on the ground of sex or discrimination

The guide for GEI 4 is in development and will be available in 2024.

What are the GEIs?

The Workplace Gender Equality Act 2012 requires employers with 100 or more employees to report annually against 6 gender equality indicators. These indicators represent the key areas where workplace gender inequality persists and where progress can be achieved through focused action.

How do employers notify WGEA of their gender equality policies/strategies?

Employers specify whether they have a policy/strategy for each GEI through their responses in the Reporting Questionnaire. There is no need to upload the relevant policies or strategies.


Disclaimer: The ideas and suggestions contained within the guides above are used or adopted entirely at the discretion and own risk of employers. The Workplace Gender Equality Agency (WGEA) cannot accept any responsibility or liability for outcomes resulting from the use of this document, either directly or indirectly. 

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