The Workplace Gender Equality Agency (WGEA) has released the official menu of gender equality targets under the Workplace Gender Equality Amendment (Setting Gender Equality Targets) Act 2025. This legislation mandates that employers with 500 or more employees select and commit to achieving three gender equality targets—at least one of which must be numeric—over a three-year period. The aim is to accelerate progress toward workplace gender equality across Australia.
Available Targets:
Employers can choose from a total of 19 targets, comprising 9 numeric and 10 action-oriented options. These targets align with six Gender Equality Indicators (GEIs) and including:
Numeric Targets:
- Increase representation of the underrepresented gender in management roles by a specified percentage point.
- Reduce the organization’s overall gender pay gap by a specified percentage point.
- Enhance representation of the underrepresented gender in specific pay quartiles.
Action-Oriented Targets:
- Implement employer-funded parental leave policies.
- Improve flexible working arrangements to support employees with family or caring responsibilities.
- Strengthen policies and procedures to prevent and respond to sexual harassment.
Employers must ensure that at least one of their selected targets is numeric, and they cannot choose action targets that commit to actions already in place within their organisation.
Next Steps for Employers:
Private sector employers are required to select their targets during the 2025–26 Gender Equality Reporting period, between 1 April and 31 May 2026. Commonwealth public sector employers will follow between 1 September and 31 October 2026.
To prepare:
- Review the Targets Menu: Familiarise yourself with the available targets to determine which align best with your organisation’s objectives and areas for improvement.
- Conduct a Gender Equality Assessment: Analyse your current workplace practices, policies, and data to identify gaps and opportunities for progress.
- Engage Stakeholders: Involve leadership, human resources, and relevant teams in discussions to select meaningful and achievable targets.
- Develop an Action Plan: Outline the steps your organisation will take to meet the selected targets within the three-year timeframe.
- Monitor and Report Progress: Establish mechanisms to track progress and prepare for reporting requirements to WGEA.
By proactively engaging with the targets menu and initiating planning efforts, employers can position themselves to meet compliance requirements and contribute to advancing gender equality in the workplace.
For more detailed information and resources, visit the Workplace Gender Equality Agency’s official website.
