Workplaces with policies and strategies in place to address gender inequality

3.4 Gender equality, positive relationships, and positive masculinities are promoted across the community including in faith-based, sporting, entertainment, educational institutions, digital spaces, the arts, and media organisations.

Increased use of initiatives and activities to promote equality and safety in the community and in institutions.

Proportion of Australian workplaces that have policies and strategies in place to address gender inequality.

An increase in the proportion of workplaces with policies or strategies in place to address gender inequality indicates that workplaces recognise the importance of their role in addressing gender inequality and the underlying drivers of violence. The purpose of this measure is to provide context, and to ensure this commitment from employers does not fall over time.

2022–23

Number of organisations that have a gender equality policy or strategy in place.

Data element: Organisation—existence of gender equality policy or strategy
Data source: WGEA
Data source type: Census

Number of reporting organisations.

Data element: Organisation
Data source: Census
Data source type: Survey

An organisation is considered to have a formal policy or strategy on gender equality if they answered either: ‘Yes – policy’ (a reporting organisation has a policy) or ‘Yes – strategy’ (a reporting organisation). 
This measure is expressed as a percentage of the total number of reporting organisations.

100 x (Numerator/Denominator)

For each financial year, by: 

• organisation size categories 
• industry.

Having an overall gender equality policy or strategy means that the employer outlines a framework for employee responsibility and accountability that applies throughout their employment. 
This measure is currently reported by WGEA. In addition, WGEA asks employers if they have policies/strategies on the following, however these are not captured by the measure: 

• Gender composition of the governing body
• Equal remuneration
• Flexible working arrangements
• Support for employees with family or caring responsibilities
• Family or domestic violence
• Consultation with employees on gender equality
• Sexual harassment, harassment on the ground of sex or discrimination prevention and response
• Risk assessment and management policy or practice to prevent and respond to sexual harassment, harassment on the ground of sex or discrimination.

Under the Workplace Gender Equality Act (Cth) 2012, relevant employers with 100 or more employees must report to WGEA annually on six gender equality indicators. A relevant employer means: a registered higher education provider that is an employer; or a natural person, or a body or association (whether incorporated or not), that is an employer of 100 or more employees in Australia; or a Commonwealth company that is an employer of 100 or more employees in Australia; or a Commonwealth entity that is an employer of 100 or more employees in Australia.
Data from public sector employers will be reported for the first time in 2024.