Gender reporting stays, but streamlined

The Australian Government has announced that it will retain workplace gender diversity reporting but streamline the approach to data collection.

Companies with more than 100 employees will continue reporting gender equality data to the Workplace Gender Equality Agency (WGEA), but a number of requirements that were due to commence in April have been removed.

Many in the business community noted how important it is to maintain the integrity of national data in relation to gender diversity and did not wish to see data collection halted. Support for gender diversity reporting focused on the need for businesses to understand their recruitment, retention and promotion practices in order to ensure an increase of women into executive positions.

But concern had also been expressed that some of the reporting obligations were onerous and costly for businesses.

As part of the changes, organisations will no longer be required to report on:

  • separate components of remuneration for each employee
  • reporting on job applications and interviews
  • CEO salaries
  • approvals for extended parental leave, and
  • pay for casual managers.

Organisations applying for the Employer of Choice citation with the WGEA will include detailed reporting components of gender pay. As this is an opt-in system, it is expected that companies seeking a competitive advantage as a employer of choice will pursue leading practice initiatives in gender pay equity.

The changes to gender diversity reporting will take effect for the 2015/2016 reporting year.

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