For employers

Picture this: two students graduate with the same degree, find entry-level positions in the same field and negotiate their starting salaries. The only difference is their gender.

The new reporting system will make the process of reporting simpler and faster for employers. We will provide detailed information about each of these changes between now and next April.

All organisations, regardless of size, benefit from a remuneration policy, whether remuneration is set by award, enterprise agreement or common law contract.

Achieving gender equality, including gender pay equity, is a process that takes time and conscious significant effort. This guide will help you diagnose the status of pay equity in your organisation, set goals, and take practical steps to improve pay equity as part of your gender equality strategy.

Awards and enterprise agreements are common methods of setting pay for organisations. Data from the Australian Bureau of Statistics (ABS) confirms that gender pay gaps are less prevalent when pay is set by an award or collective agreement. 

Taking action to ensure equal remuneration between women and men is an important step for organisations to proactively manage any associated legal risks. Organisations are required by law to provide equal pay to employees who are performing work of equal or comparable value. 

Gender equitable procurement and supply chain strategies involve organisational procurement of goods and services, which are designed to improve gender equality objectives in either the procuring organisation or the supplying organisation.

A change that many organisations told us they wanted to see in our new system was a simpler way for corporate groups/structures to submit their compliance report. 

One of the changes many organisations told us they would like to see in our new system was a simpler process for reporting promotions, resignations and appointments.

A number of organisations told us that the manager categories required to be submitted in their Workplace Profile did not always reflect the variety of roles in their corporate structure. To help better reflect the internal structure of your organisation and your managers, we have added some additional manager categories.