Gender Pay Gaps

Each year, WGEA uses the data lodged by relevant employers within their Gender Equality Report to calculate gender pay gaps (GPGs). WGEA then publishes the GPGs on the WGEA Data Explorer and in an Employer Gender Pay Gaps Report.

Gender Pay Gaps

The GPG is the difference between the average or median remuneration of men and the average or median remuneration of women, expressed as a percentage of men’s remuneration. This is not the same as equal pay.

WGEA focuses on total remuneration gender pay gaps, which include payments above base salary such as superannuation, performance bonuses, overtime and allowances, as this gives a more accurate representation of the real differences in earnings between men and women.

Important: as soon as you successfully lodge your Gender Equality Report, you will receive an Executive Summary, which provides key insights about your gender pay gap and workforce composition.

For further information, refer to Employer Gender Pay Gaps Report and Executive Summary.

What’s published?

In March each year, WGEA publishes:

  • average total remuneration and base salary employer gender pay gaps

  • median total remuneration and base salary employer gender pay gaps

  • gender composition and average total remuneration (new) by pay quartile

  • a link to the voluntary Employer Statement that provides context to the employer results and explains the actions they are taking or plan to take to address their gender pay gap.

Corporate groups

We will publish this information for the group as well as each relevant employer within the group.

For further information, refer to Gender pay gap publishing 2025: Everything you need to know.

Employer Statements

The gender pay gap is a universally recognised metric of workplace gender equality. However, it is only one measure of an employer’s commitment to achieving gender equality in the workplace. 
 
The Employer Statement provides an opportunity for you to give context to your gender pay gap and what you are doing about it. Ideally, it details the drivers of your gap and the actions you are taking, or plan to take to address them. 

For further information and instructions, refer to Employer Statements.

Resources to help reduce your Gender Pay Gap

For many employers, GPG publication is a chance to show progress, but we understand that improving workplace gender equality does take time. WGEA has resources, guides, masterclasses and support services that can help with this process.
 

GPG analysis
The first step to reducing your gender pay gap is to measure it. WGEA’s Gender Pay Gap Analysis Guide can help you to understand how to complete a gender pay gap analysis and to look for more than just instances of unequal pay.

GPG Masterclasses
For those who prefer more interactive learning, you can also book to attend one of WGEA’s Gender Pay Gap Masterclasses. The online class will explain how to analyse your workforce data alongside the experiences and outcomes that may be contributing to your gender pay gap. 

Direct Advisory Service
WGEA also offers a Capacity Building Direct Advisory Service to support employers to identify the drivers of their gender pay gap and the actions they can take within their organisation’s specific context. Employers must register to book one of these 30 minute sessions.

WGEA Newsletter
Sign up to our monthly newsletter to stay informed about the release of new WGEA resources, masterclasses, webinars and all other news.

Additional resources

We offer a range of resources and assistance to help employers improve gender equality in their workplace:

 

 

Up