Leveraging Technology for Efficient WGEA Reporting
Leveraging technology for efficient WGEA reporting is indispensable in today's digital age. It not only simplifies the reporting...
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Non-Compliant Organisations
Regardless of what measure of pay you use, there is always a gender pay gap in favour of men in Australia.
Comprehensive solutions that guarantee compliance with your mandatory Workplace Gender Equality Agency (WGEA) reporting. Save valuable time and resources while benefiting from our deep understanding of the new reporting requirements.
Our business is built on deep expertise in mandatory WGEA reporting processes. We offer solutions with unique services and deliverables tailored to unlock opportunity, reduce risk, and maintain compliance.
Historic hiring practices, talent pipeline issues, industry bias, prior culture, lack of diverse candidates for senior roles, and more, all contribute to your workforce make up. Then lack of policies, expertise, and processes see stalled initiatives. Add to that revenue, profit and growth priorities, and you have a recipe for spiralling retention and attraction issues.
Salary & Payroll Reviews, Pay Gap Policies, Employee Consultation, Gender Equality Strategies, Hiring & Promotion Practices, Flexible Working Considerations, Domestic Violence Support, Parental Leave, Staff Surveys, Focus Groups, Harrassment & Discrimination Policies & Strategies, WGEA Reporting Optimisation.
We'll efficiently and effectively take care of your mandatory WGEA Reporting. We'll create your Employer Gender Pay Gap Statement. We'll develop professional Board Packs. We'll craft your new policies & strategies. We'll conduct surveys & consultations. We'll even help you prepare and apply for the WGEA Employer of Choice citation.
CEOs, Heads of People/HR, and DE&I Leads all agree: The new WGEA requirements represent both risk and opportunity. Top of mind for leaders as we approach the reporting deadline are Data, Deadlines, Reputation, Change Management, Increased Accountability, Financial Implications, and Long-term Strategic Impact.
"Which big employers have the largest and smallest gender pay gaps? New data reveals all"
"Worst gender pay gap companies revealed"
"Big businesses with very big gender pay gaps"
"The gender pay gap in some of Australia’s biggest companies revealed"
"Dozens of Australian businesses have gender pay gaps above 50%, landmark data reveals"
"Gender pay gaps to be exposed at Australian companies"
"Think your male colleagues earn more than you? Soon you'll know for sure"
"Businesses on notice as government prioritises closing the gender pay gap"
"Gender pay gaps to be exposed at Australian companies"
"Gender pay gaps at Australian companies to be published online"
"More than 5000 employers preparing to see their gender pay gap made public"
"More than 5000 Australian employers will soon have their gender pay gap made public"
"Gender pay gap data of large Australian businesses to be published"
Your mandatory WGEA Reporting submissions are due by 31 May 2024.
May not be eligible to tender for Government contracts or qualify for Government grants which reduces the ability to generate income and damages reputation. Don’t get on this list.
Holding the WGEA Employer of Choice for Gender Equality (EOCGE) citation improves retention and attraction, as well as generating positive public relations. These citations improve business performance.
The Workplace Gender Equality Agency publicly published the gender pay gaps for every Australian employer with 100 or more employees on 27 February 2024.
This included your 1 April 2022 – 31 March 2023 data.
You had until 20 February 2024 to provide a statement, and ensure it is included alongside the public publishing of your gender pay gap. Get yours today!
Stay up-to-date with the latest WGEA changes, prepare for your mandatory reporting, read our guides, and download the checklists.
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We will NEVER misuse your information.
March 2024
"Jobseekers asking more questions about gender pay gap after WGEA data"