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Gender Equality in the Workplace Policy

Version 1.1 Updated 31 Aug 2017
Policy Manage

Who can use this policy 
This policy can be used by all employers.


The Workplace Gender Equality Act 2012 (Cth) (‘WGE Act’) is a piece of Commonwealth legislation aimed at:
a. promoting and improving gender equality (including equal remuneration between women and men) in employment and in the workplace;
b. supporting employers to remove barriers to the full and equal participation of women in the workforce, in recognition of the disadvantaged position of women in relation to employment matters;
c. promoting, amongst employers, the elimination of discrimination on the basis of gender in relation to employment matters (including in relation to family and caring responsibilities);
d. fostering workplace consultation between employers and employees on issues concerning gender equality in employment and in the workplace; and
e. improving the productivity and competitiveness of Australian business through the advancement of gender equality in employment and in the workplace.

These principles are embodied in the Gender Equality in the Workplace Policy. The Policy also notifies workplace participants that the employer may report on gender equality indicators to the appropriate government agency.
Under the WGE Act, certain employers are required to report annually on gender equality indicators such as:

  1. gender composition of the workforce;
  2. equal remuneration between men and women; and
  3. availability and utility of employment terms, conditions and practices relating to flexible working arrangements for employees and to working arrangements supporting employees with family or caring responsibilities.


If you are unsure whether your organisation has reporting requirements you should seek legal advice.

Further information
For further information on employer reporting requirements under the WGE Act, contact the
Workplace Gender Equality Agency or visit their website by clicking here.
Important note to subscribers 
The commentaries and documents inWorkplace are updated as necessary, to keep them relevant. You should familiarise yourself with the relevant commentary each time you create a document. 
This document has been drafted to suit a wide variety of businesses, with a number of options available to enable you to customise the document to better suit your business. Nevertheless, you may need to make other changes to the document so that it suits the specific needs of your business. If you make additional changes, we cannot guarantee that the changes and modifications you make to the document will be legally compliant or enforceable. 
This commentary and any additional information provided to assist you in creating this document, does not constitute legal advice. 

If you are unsure about any aspect of this document (including the changes or amendments you make to it), you should seek appropriate advice from a lawyer, skilled in these issues. You may also wish to consider contacting Australian Business Lawyers & Advisors for targeted advice on your business’s specific needs.
You should consult with your financial advisor in relation to any relevant taxation or financial issues concerning the document you create. 

After creating this document, you should read through it carefully to make sure it meets your business needs and is consistent with other industrial instruments, policies and procedures which operate in your workplace. This commentary is not designed to be provided to employees or other workplace participants.

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