Navigating the Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Bill 2023

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The Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Bill 2023 has introduced pivotal changes aimed at addressing the persistent gender pay gap in Australia. 

This summary provides an overview of the bill, its implications, and recommendations for organisations to ensure compliance and foster a more equitable workplace.

Why are these changes being introduced?

The gender pay gap, a global challenge, continues to impact women’s earnings significantly. Minister for Women, Senator the Hon Katy Gallagher, emphasizes the role of transparency in motivating organizations to rectify this issue. The bill responds to the stark statistic that women working full-time, on average, earn 14.1% less than their male counterparts per week.

Key Changes and Publication Dates:

WGEA will publish the median gender pay gap for reporting organizations with 100 or more employees on February 27, 2024. Private sector employer gender pay gaps will be released in early 2024, including median gaps, gender composition, and average remuneration per pay quartile.

Who will be impacted?

The bill affects every Australian employer with 100 or more employees, making it crucial for organizations to understand and comply with the new regulations.

What can organisations do?

  • Proactively address gender pay gaps.
  • Conduct gender pay gap analysis.
  • Provide an Employer Statement to contextualise pay gap results.

Recommendations for Employers

  • Load the statement before February 20, 2024.
  • Access the Employer Statement guide
Access Guide Here

Gender Equality Indicator Policies for Large Organisations:

From 2024, large organizations (500 or more employees) must have policies for six gender equality indicators, including workforce composition, governing bodies, equal remuneration, flexible working arrangements, consultations on gender equality, and addressing sexual harassment.

Non-compliance consequences:

Organisations failing to comply risk being publicly named on WGEA’s ‘non-compliant organisations’ list.

Gender Equality Reporting Update:

Who will need to report?
Employers with 100 or more employees for 6 months or more during the reporting period must register for the Gender Equality Reporting program.

 

Period of Reporting:
April 1st of the previous year to March 31st, 2024.

 

Workplace Reporting Profile:
Mandatory reporting of employee’s year of birth and primary workplace location.

 

Sexual Harassment Reporting:
Expanded requirements on prevention, accountability, and response to sexual harassment, with mandatory reporting on various aspects of policies, training, and support.

 

New Elements in Reporting:

  • Term limits for governing body members.
  • Targets for gender equality.
  • New questions on employees taking paid family and domestic violence leave.

Staying informed and implementing proactive measures are critical as organisations navigate these changes. For further details, refer to the WGEA Reporting changes Factsheet

View WGEA Reporting changes Factsheet

If you would like support with meeting your compliance requirements please contact a member of the HR team

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*Note: This blog provides a general overview, and organisations are encouraged to seek individual advice for specific compliance details.*