All non-public sector employers with 100 or more employees are
required to report annually under the Workplace Gender Equality Act
2012 (WGEA) previously the Equal Opportunity for Women in the
Workplace Act 1999 (EOWW). If the number of employees falls below
100, the employer must continue to report until employee numbers
fall below 80.
For the current reporting period (1 April 2012 to 31 March
2013), employers are required to lodge a "workplace
profile" in the same format as under the EOWW Act 1999 with no
salary data required. The CEO or equivalent person signs the
Below is a link to a word version of the report in the form
required to be submitted for the 2012/2013 reporting period:
Employers must also comply with the following new notification
and access requirements:
they must inform employees and shareholders that the report has
they must enable access to their report for employees and
they must inform employee organisations (i.e. unions) that the
report has been submitted; and
they must give all of the above opportunity to comment either
to the organisation or to the Agency.
All employers' reports are published on the Agency's
The Agency may review an employer's compliance with the Act
by seeking further information from the employer. The Agency may do
this on a random basis but may also take into account comments made
to it by employees or unions when determining if a review is to be
conducted and whether the content of the employer's report is
From the 2013/2014 reporting period, the WGEA is fully
operational. Employers are required to report against a set of
standardised gender equality indicators. These GEIs or minimum
standards are yet to be set by the Minister. The WGEA defines GEIs
the gender composition of the workforce
the gender composition of governing bodies of relevant
equal remuneration between women and men
the availability and utility of employment terms, conditions
and practices relating to flexible working arrangements for
employees and of working arrangements supporting employees with
family or caring responsibilities
consultation with employees on issues concerning gender
equality in the workplace; and
any other matters specified by the Minister
Our Workplace Solutions Group can assist employers meeting these
new compliance obligations.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
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