The two month clock is ticking on reporting requirements for
gender equality in your workplace
Did you know that, on average, women are still paid over
17% less than men?
One of the principal objects of the Workplace Gender
Equality Act 2012 is to promote and improve gender equality in
employment, including in relation to equal remuneration between
women and men.
Private sector employers with more than 100 employees are
required to submit a report to the Workplace Gender Equality Agency
between 1 April and 31 May each year, relating to the preceding 12
month period. The report requires answering questions on six
"gender equality indicators":
Gender composition of the workforce
Gender composition of governing bodies
Equal remuneration between women and men
Availability and utility of employment terms, conditions and
practices relating to flexible working arrangements supporting
employees with family or caring responsibilities
Consultation with employees on issues concerning gendering
equality in the workplace
Sex-based harassment and discrimination
This year, some additional questions have been included relating
to number of appointments, promotions and resignations by gender,
as well as number of employees who didn't return after parental
Consequences of failure to comply? Naming and shaming. A list is
published on the WGEA website, and WGEA may name non-compliant
employers in a report to the Minister. Further, non-compliance can
render the employer ineligible under Commonwealth and state
Keen to know more? Check out the WGEA or click
If you employ fewer than 100, you're off the reporting hook.
But needless to say, reporting obligations or not, gender should
never inform recruitment or remuneration decisions.
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An employee that refused a reasonable offer of settlement was ordered by the FWC to pay his ex-employer's legal costs.
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