Why WGEA Data Matters for Australian Businesses

By now, most businesses are aware that WGEA (Workplace Gender Equality Agency) data is public. This official change came about in 2024. What this means is that anyone, including your employees, competitors, customers, and investors, can now get a clear picture of where your company stands on gender equality.

The fact that WGEA data is now publicly available serves as a pretty big reality check. Because the numbers tell a story. If your gender pay gap is on the higher end of the scale, you can expect to be on the receiving end of questions. And if you’re behind your industry average, it could have a pretty big impact on your company's reputation and ability to attract and retain talent.

The good news is that WGEA data holds super valuable information. And you can use this information to your advantage. Doing so can help you improve workplace equality, attract top talent, and stay ahead of the regulatory curve.

In this guide, we provide a comprehensive overview of WGEA data. We cover what it is, who needs to report it, what the numbers mean, and how to use them to make positive changes in your business.

The goal? To help businesses not just meet the requirements of the Gender Equality Act 2012, but actually use this data to improve hiring, promotions, and pay structures. Because in the long run, taking action is more than just ticking a box. It can future-proof your business and help end the gender pay gap.

The information in this article is current as of 16.02.2025. Workplace gender equality regulations may change, so businesses should refer to the WGEA website or seek professional advice to ensure compliance with the most up-to-date standards.

What is WGEA?

WGEA stands for the Workplace Gender Equality Agency. It’s an Australian government statutory agency created to collect and report on gender equality data in workplaces throughout Australia. The WGEA's main job is to keep an eye on how businesses are doing with regards to gender balance, pay equity, and workplace policies.

It goes far beyond just tracking numbers. WGEA collects data to push businesses to do better. At the core of what the WGEA does is the aim to make positive changes in the area of gender equality. By making Australia's gender pay gap data public, they’re shining a spotlight on which companies are getting it right and which companies are lagging behind.

Essentially, WGEA seeks to determine if Australian workplaces are actually providing equal opportunities for men and women. And if not, what needs to change? This aligns with the Workplace Gender Equality Act, which sets the foundation for measuring, promoting, and improving gender equality across Australian businesses.

Who needs to report to WGEA?

Not every business in Australia has an obligation to submit data to the WGEA. But if you’re on the list, there’s no way to get around it.

Who must report to WGEA?

Private sector companies with 100 or more employees have a legal requirement to submit a report to WGEA on an annual basis.

Who doesn't have to report to WGEA?

Companies with less than 100 employees are off the hook. Though, if your company hits 100 employees, you're locked in. Even if you end up with less than 100 employees later on, you'll still need to report to WGEA every year.

Sole traders and partnerships don't need to report because WGEA requirements only apply to companies. Public sector employers are also free from reporting to WGEA, as government departments have their own set of reporting rules.

H2: What data does WGEA collect?

WGEA doesn’t just want to know how many men and women work for you. They want hard numbers that show what’s actually happening inside your business. For example, are men getting promoted in less time? Are women stuck in the lower-paying roles? Is parental leave just a policy on paper, or is it actually being used?

Your WGEA report will include five key areas. Here’s what each one covers, why it matters, and what it looks like in the real world.

1. Gender pay gap data

This is the most significant number. WGEA will take the average annualised earnings of the men and women who work for your company and calculate the difference to determine the gender pay gap. Let’s say your report says:

• The average salary for men at your company is $95,000
• The average salary for women is $82,000

That’s a 13% gender pay gap. It doesn’t necessarily mean men are getting paid more for the exact same job. But it does mean that the men, on average, are earning more. This might come down to them being promoted faster, hired into higher-paying roles, or simply given bigger bonuses.

This number matters as employees (and job seekers) can see it. If your pay gap is significantly bigger than your industry average, you can expect people to start looking for work elsewhere.

2. Workforce composition by gender

This number highlights the structure of your workforce at different levels. For instance, it can indicate if women are mostly in entry-level roles while senior positions are dominated by men, or if there's a more balanced representation across all levels.

For example, say your company is made up of 60% women, but only 15% of them hold leadership positions. This can be a sign that the women working at your company aren't moving up the ranks as quickly as the men are.

Workforce composition data matters. Because if it shows that women are stuck in the lower-level roles, it can signify an issue with your workplace's promotions, hiring practices, or general workplace culture.

3. Parental leave and flexible work policies

It’s one thing to offer parental leave and flexible work options. But do people actually use them? That’s what WGEA is looking at. They check:

• who takes paid and unpaid parental leave (maternity, paternity, and shared leave)
• whether men and women both use options for part-time work, remote work, and flexible hours

For example, say your company offers 16 weeks of paid parental leave to all employees. But your WGEA report shows that 90% of women take it and only 5% of men take it. This clearly shows that even though dads can take leave, most don't. Why? Perhaps there’s an unspoken rule that men should keep working. Or maybe they stress about it hurting their career.

It matters because if only women make use of parental leave, they're the ones stepping away from work. Over the longer term, it can lead to them missing promotions and working part time (lowering their pay). Ultimately, it contributes to a more significant gender pay gap at your company. On the other hand, when both parents take leave, career progression can stay more balanced and the pay gap doesn't widen as much.

4. Promotions and leadership representation

This data provides an overview of who's getting hired, promoted, and placed in leadership positions, broken down by gender.

For instance, let's say that last year, your company hired 200 new employees. 50% of them were men, and 50% of them were women. Since then, 80% of those employees have been promoted. But 70% of those promotions went to men. So, even though your hiring was balanced, men were promoted at a far higher rate than women.

This matters because if men are moving up the ranks that much faster than women, it could indicate a sign of bias in promotions. It can also highlight that there's a lack of career development opportunities for women.

5. Industry benchmarks

Besides just raw numbers, your WGEA report compares your company's data to similar businesses in your industry. WGEA does this by grouping companies by sector (e.g., finance, construction, retail, healthcare). Next, they calculate the industry average for important metrics, such as the gender pay gap.

For example, perhaps your company's gender pay gap is 16%. But the average pay gap for your industry is 9%. That clearly shows that your company has a much bigger gap than most of your competitors.

It matters because if your numbers are much worse than the industry average, it can raise eyebrows. This is especially true amongst job seekers, investors, and also existing employees. On the flip side, if your numbers are better than the industry average, it can be a fantastic selling point for hiring, retention, and brand reputation.

Why WGEA data matters for your business

Workplace Gender Equality Agency data isn’t just something you submit and then forget about. It’s important to remember that this information is public. So, as mentioned, everyone can see it. Employees, job seekers, competitors, investors, and even the media can dig into the data and make their own judgments about how your company approaches gender equality.

If your gender pay gap is big, people may ask why. If your promotion rates are unequal, your employees are very likely to notice. And if you’re lagging behind your industry average, your competitors might even use it against you.

But it’s not all bad news. If you use this data to your advantage, it can actually help your business. Below, you can see how and why WGEA data matters for your business:

Accountability for gender pay gaps

Your WGEA report forces you to look at real numbers rather than just consider rough ideas of how 'fair' your workplace is.

For example, your report might show that, on average, the men at your company earn 14% more than women. Initially, you might think this is just because men have been in senior roles for longer. But when you dig deeper, it could become clear that:

• Your company promotes women at a far slower rate than men
• It pays women a lower starting rate than it does for men in the same roles
• The men who work for your company receive higher bonuses, irrespective of what department they work in.

Equipped with this information, you can actually fix the problem instead of waiting for employees to raise these issues, or worse, quit. What does this mean?

• Fairer promotions = Happier, more engaged employees
• Transparent pay = Stronger employer brand
• Proactive change = Less risk of future pay equity complaints

And if your gender pay gap is better than the industry average to begin with? Use it as a selling point for hiring and retention.

Legal and compliance considerations

As discussed, under the Workplace Gender Equality Act 2012, companies with 100+ employees must report to WGEA every year. If this is your company, it's important to know that failing to comply won't just get you a slap on the wrist. It has some real consequences. For instance, if you don't upload your employer statement to WGEA:

• you may be named publicly on WGEA’s non-compliant list
• you can lose access to government contracts
• your competitors (who ARE compliant) will look stronger by comparison

However, when you comply and use your numbers to take action, you can:

• avoid damage to your company's reputation
• stay eligible for government funding and contracts
• stay on top of potential future regulations, such as mandatory pay gap closures

Impact on employer branding and recruitment

As your report is public, job seekers might check out your numbers before applying for a role with your company. For instance, say a top candidate is choosing whether to apply to your company or your competitor.

Your company:

• Has a gender pay gap of 17%
• Has only 10% of leadership roles filled by women
• Follows basic legal minimums for parental leave

Your competitor

• Has a gender pay gap of 7%
• Has only 40% of leadership roles filled by women
• Offers 16 weeks of paid parental leave

It's clear to see who's likely to be the obvious option to the applying candidate. This doesn't mean that you can't use this information to put your company in a better position down the track. By improving your WGEA numbers, you can:

• make your company more appealing to top candidates
• attract more diverse applicants to build stronger teams
• reduce hiring struggles and employee turnover

If your WGEA data is better than your competitors to begin with? Use it in your recruitment marketing.

For example, 'Our gender pay gap is one of the lowest in the industry because we invest in pay equity and leadership opportunities for all employees.' That's a powerful message!

Investor and ESG considerations

These days, investors care about a lot more than profits. They have a big interest in Environmental, Social, and Governance (ESG) factors. And gender equality is a major part of that. Investors might view companies with big gender pay gaps, low female leadership, or no pay equity strategy as higher risk investments.

Consider these two companies in the same industry:

• Company A: Gender pay gap: 5%, strong leadership diversity, clear pay transparency policies.
• Company B: Gender pay gap: 20%, hardly any women in leadership, no clear diversity strategy.

Investors with a focus on sustainable, low-risk companies are much more likely to lean towards Company A. Why? Because poor gender equality rings alarm bells. It can suggest future hiring challenges, dissatisfied employees, and even legal risks. At the end of the day, disappointing WGEA data can paint a picture of your company as being outdated or struggling to modernise.

On the flip side, good WGEA numbers can make your business more appealing to investors, stakeholders, and even customers. So, if your numbers are strong, make sure you bring them up in investor meetings. If they need improvement, be clear about the steps your company is taking to close your gender pay gap and achieve better diversity. Investors care about progress, not just perfection.

How to act on WGEA data

Having your WGEA data is one thing. But knowing what to do with it is another. If your report shows that there's a gender pay gap in your company, not enough women in leadership, or other imbalances, don't just ignore it. Businesses need to be proactive to stay ahead of the curve. Those that aren't will fall behind.

Below, you can find an easy-to-follow guide to acting on your WGEA data. By following these steps, you fix problem areas, strengthen your workplace policies, and improve gender equality in a way that actually benefits your business.

Step 1: Analyse your gender pay gap data

Sure, your gender pay gap is just a number on paper. But it can point to bigger issues beneath the surface if you look at it carefully. Analysing it carefully can help you see where the gaps are, why they're there, and what’s causing them. Consider doing this:

• Compare pay by job level: Are men in most of the positions with high pay, while women are in the lower-paying positions?
• Look at department trends: Do some departments seem to be more balanced than others? Is one gender dominating the leadership roles?
• Analyse bonus and salary increase patterns: Are men getting bigger rises and bonus payments than the women who work in the same roles?
• Track pay differences over time: Is your gender pay gap improving over time or is it getting worse?

Example: A construction company discovers that it has an 18% gender pay gap. When they break it down, they see that the issue isn’t with entry-level wages. The issue stems from the management level. Most promotions to management go to men. Equally qualified women in lower roles aren’t moving up in the company at the same pace.

Key takeaway: Finding out exactly where the problem lies is the first step to fixing it.

Step 2: Conduct an internal payroll audit

A payroll audit can be a great way to identify unfair pay discrepancies. It's also key to fixing them before employees are left with no option but to raise their concerns. To do this, consider:

• Reviewing starting salaries: Are men being offered higher base salaries than women for the same roles?
• Compare pay for similar positions: If men and women are doing the same job, are they being paid the same?
• Check for unexplained pay gaps: If two employees have the exact same role, experience, and performance level, why is one being paid more?

Example: An accounting firm discovers that women in mid-level roles are consistently earning $5,000 less than men in the same jobs, even though they have the same experience. After investigating, they find that men were more likely to negotiate salary increases over time, causing the pay gap to get even bigger.

Key takeaway: Find and fix pay discrepancies now rather than waiting for employees to raise them (or take legal action).

Step 3: Implement gender pay equity policies

Fixing gender pay gaps isn’t a one-off task. If you don’t put clear pay equity policies in place, the problem will creep back over time. You need to make sure that salaries stay fair and consistent. And they should stay fair and consistent, irrespective of who's being hired, promoted, or doing the negotiating.

• Create clear salary bands for every role: This stops managers from making conflicting pay offers. It also removes the risk of someone getting a higher salary just because they have better negotiation skills.
• Standardise pay raises and promotions: Set clear criteria for performance reviews so that personal relationships or unconscious bias don't come into play when it comes to pay rises.
• Be transparent about how your company structures pay: Employees should know how your company sets salaries. They should also know exactly what they need to do to move up in the ranks.

Example: A tech company reviews its salaries and sees that men often start at the company on higher wages than women in the same roles. To fix this, they start using compensation bands for every position. This means that salaries are based purely on experience and skills instead of negotiation ability. They also set up mandatory pay reviews. These reviews take place every six months to keep salaries competitive and catch any new pay gaps before they grow.

Key takeaway: When you structure salaries properly, pay gaps don’t happen by accident.

Step 4: Strengthen flexible work and parental leave policies

If your WGEA data highlights that women are leaving or stepping back from work more than men, take a hard look at your parental leave and flexible work policies. If they’re not working for everyone, they’re just not working at all.

Here’s how to fix it:

1. Make sure flexible work options are actually flexible

It's not enough to just have a flexible work policy. You need to look at who’s actually using flexible work options. If it’s mostly women, that could be a sign that something’s off. Are men avoiding it because they think it’ll hurt their career? Do they maybe feel like it’s not really an option for them? Flexible work should be for everyone, not just parents or certain employees. Make it clear that remote work, part-time roles, and job-sharing are open to all staff. And that taking these options won’t hold anyone back.

2. Ensure parents who take leave aren't penalised for doing so

If returning parents are missing out on promotions, leadership roles, or high-profile projects, that’s likely to be a major reason why your gender pay gap exists. Here's what to do:

• Start tracking promotion rates for employees who come back from leave. If not, many of them are being promoted, fix it.
• Make sure that managers aren’t sidelining returning parents because they assume they aren't interested in progressing in their careers.

3. Encourage more dads to take parental leave

If only women take parental leave, they’re the ones stepping back from work. And men keep climbing the career ladder. Consider doing the following:

• Make sure parental leave policies are the same for men and women. There should be no assumptions about who should take more time off when a little one joins the family.
• Have senior male employees take leave publicly. This can help by showing other men in the company that taking parental leave won’t hurt their careers.

Example: A law firm notices only 2% of their male employees take extended parental leave. When they ask why, men say they’re worried it’ll hurt their promotion chances. To fix this, the firm changes its policies to clearly state that taking leave doesn’t impact career progression. They also have senior male lawyers take leave to help set the tone for their younger male staff.

Key takeaway: If flexible work and parental leave actually work for both men and women, career breaks aren’t one-sided. That can mean fairer promotions, more balanced pay, and fewer working parents feeling forced to quit.

Step 5: Train HR and leadership teams on bias-free hiring

Unconscious bias plays a huge role in gender pay gaps and leadership imbalances. If men are always getting hired and promoted over women who are just as qualified, your company's hiring and promotion processes might need a rethink. Consider doing the following:

• Reviewing job descriptions: Could they be unintentionally written in ways that attract more men than women?
• Use structured interviews: Asking standardised questions when conducting interviews can prevent bias when it comes to making hiring decisions.
• Train managers to recognise bias: Decision-makers should understand how unconscious bias negatively comes into play in promotions and salary negotiations.

Example: A marketing agency notices that the men at their company apply for promotions 30% more often than women, even when their qualifications are the same. So, they introduce leadership training and career coaching for women. After doing this, they notice that internal promotion rates become a lot more balanced.

Key takeaway: Proactive bias training and a structured hiring process help create fairer workplaces over the long run.

Track and manage workforce equality with Rippling

Rippling is a comprehensive all-in-one workforce management platform, encompassing HR, Payroll, IT, and Spend. It doesn't just give you everything you need to manage your workforce in one place. It also makes far simpler work of complying with the Workplace Gender Equality Agency reporting requirements for Australian businesses. Here's how Rippling can assist your company:

1. Simplified WGEA reporting

Rippling streamlines the process of collecting and submitting the data WGEA requires for your business to stay compliant. It makes compiling detailed information on workforce composition, salaries, and gender equality policies easy. It also enables you to submit reports that are both accurate and on time.

2. Real-time pay gap analysis

With Rippling's analytics tools, you can conduct analyses of the pay structures within your company to identify any gender-based discrepancies. And you can do it in real-time. This proactive approach allows you to address pay gaps quickly, creating a more fair workplace.

3. Automated compliance updates

Rippling stays up to date with changing regulations, automatically updating its systems to reflect the latest WGEA requirements. This can help your business stay compliant without no need for you to make manual adjustments. As such, administrative burdens can be reduced significantly.

4. Data-driven insights for improvement

Beyond compliance, Rippling provides valuable insights into your company's gender equality metrics that you can act on. By looking at trends and patterns, you can create focused strategies to improve diversity and inclusion in your workplace.

WGEA data FAQs

Is the WGEA report compulsory?

Yes, if your business has 100 or more employees, reporting to WGEA is mandatory under Australian law. The goal is to track and improve gender equality in Australian workplaces. So, WGEA requires large companies to submit detailed workforce data every year.

If you don’t report, there are consequences. Your company could end up on WGEA’s public non-compliant list, and you may be barred from government contracts or funding.

If you have less than 100 employees, you don’t have to report. But keeping an eye on your gender equality metrics is still a smart move, regardless. If your company grows beyond the 100-employee threshold, you’ll need to start reporting the following year.

What are three obligations under the gender equality act?

The Workplace Gender Equality Act 2012 outlines exactly what businesses need to do to improve equality in the workplace and lessen employer gender pay gaps. If there's a requirement for your company to report to WGEA, here’s what’s expected of you:

1. Submit a detailed gender equality report every year: This includes data on workforce composition, salaries, promotions, parental leave, and leadership representation.
2. Consult with employees on gender equality issues: WGEA encourages businesses to engage with staff about workplace policies and practices that impact gender equality.
3. Take action to improve gender equity: While WGEA doesn’t force businesses to meet specific quotas, they do expect employers to assess their gender pay gap and workforce trends, and make changes where necessary.

What are the 4 specific duties of the equality Act?

The Equality Act (often referenced alongside the Workplace Gender Equality Act 2012) has four core principles. Businesses should follow them to make sure they treat their employees fairly. These four principles include:

1. Eliminating gender discrimination: Businesses must make sure that hiring, pay, promotions, and workplace policies don’t disadvantage employees because of their gender.
2. Promoting equal opportunity: Employers should create policies and pathways that give everyone an equal chance to grow their career and move into leadership roles. And this should be irrespective of their gender.
3. Encouraging workplace diversity and inclusion: This means taking proactive steps to building a culture where both men and women have equal chances to succeed.
4. Addressing employer gender pay gaps: Companies should regularly review salaries, promotions, and leadership opportunities to find and fix gender-based disparities.

Following these principles goes beyond compliance. By following these principles, you can future-proof your business and make sure you’re attracting and keeping the best talent.

What is the timeframe for WGEA reporting?

WGEA reporting isn’t something you should leave until the last minute. Businesses with 100+ employees must upload their employer statement and complete their submission between April and May. And they need to do this every year. The exact deadline can vary slightly each year, so it’s best to check WGEA’s website for updates.

Once submitted, WGEA reviews the data and releases industry-wide insights in November.

Missing the reporting deadline could mean that your business ends up on the public non-compliance list. It's not a good look for employer branding or investor confidence.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.