Setting Targets

New data collected from Australian employers on the status of women and men in the workplace will look at rates of promotion by gender as well as the impact of having children on workforce participation.

This paper aims to clarify the difference between gender diversity targets and quotas and the advantages and disadvantages of adopting either one as a strategy to promote gender diversity at work.

MYOB’s in-house 16-week DevelopHer program successfully trained three women who had no previous experience of IT to a level where they were offered a job in a development team.

The latest WGEA data confirms that when Australian employers take action- the gender pay gap declines. Five years of WGEA data shows that year-on-year employer action to address pay equity has increased and year-on-year the gender pay gap has decreased.

Today, alongside the launch of WGEA’s fifth year of data, we have also launched a brand new way for you to explore WGEA’s archives of individual employers’ data. The WGEA Data Explorer has been updated and is now a one-stop shop for all public data collected by the Agency.

This toolkit helps organisations set and meet targets to increase gender diversity in the workplace.