What businesses need to know about WGEA reporting

As Australia continues its journey towards gender equality, workplaces play a vital role in building a future where women are safe, equal and respected.

Economic insecurity can impact women in many different ways across their lifetime. It can limit their ability to leave abusive relationships, affect their housing security later in life, or force them to make difficult decisions about their family budgets.

You might not be thinking of this when you think about Workplace Gender Equality Agency (WGEA) reporting, but as a leader you have the power to use this data to address issues like the gender pay gap, improve workplace culture and change women's lives.

But how is your business leveraging your WGEA reporting data? And how can you change your approach from focusing on compliance, to an opportunity to transform your workplace?

What is WGEA reporting

The Workplace Gender Equality Agency is a Commonwealth Government Agency whose role is to promote and improve gender equality in employment and in the workplace.

Every year, employers with 100 or more employees must lodge gender equality data with the WGEA under the Gender Equality Reporting program.

This data includes information like:

• organisational policies, strategies and actions

• employment composition and remuneration

• employee promotion, acquisition or attrition.

Employers must lodge this data between 1 April–31 May by registering with WGEA (if it is the first time they are eligible to report) and using the Employer Portal.

You can find more information at the WGEA Reporting Guide .

How does WGEA use this data?

In November, WGEA will publish its annual Gender Equality Scorecard.

WGEA will also publish employer gender pay gaps via their Data Explorer between February and March.

You can find a full list of reporting and publication dates on the WGEA website.

3 tips for completing your WGEA reporting

1. Prioritise the reporting process. Make sure your team has the time and resources to complete it.
2. Align WGEA reporting with any other reporting requirements. For example, different states or industries have specific reporting legislation, so being able to collect data for multiple reports at once can help your team work effectively.
3. Seek external support if needed. While many businesses do their reporting in-house, additional support can be extremely helpful. Taking this step can ensure your business is not only able to collect the data required, but identify opportunities to take action based on that data. The Our Watch Institute offers a variety of services that can support your business with WGEA reporting.

Why is WGEA data useful?

The data collected during this reporting period gives a fantastic national snapshot of gender equality indicators.

The 6 Gender Equality Indicators (GEIs) are:

• gender composition of the workforce

• gender composition of governing bodies

• equal remuneration

• employment conditions relating to flexible work and support for employees with family or caring responsibilities

• employee consultation

• sexual harassment.

This data helps us see how gender equality is tracking in Australia, from the gender pay gap to parental leave uptake. It allows us to see our progress on a national and industry level, as well as giving insights into individual businesses.

Above all, this snapshot is an opportunity to reflect on all the great work businesses and leaders are doing around equity and inclusion in their workplace – and also identify areas that require additional attention or resources.

My business has completed our WGEA reporting – what next?

This kind of yearly reporting is not just about compliance – it’s about finding opportunities for growth and transformation.

If your workplace is seeing positive results, this is a moment to recognise those achievements and create new equity goals.

If your workplace has had challenges embedding equity in the past, this reporting allows you to set a benchmark and strive for meaningful change.

Once you have completed your WGEA reporting, here are three ways you can make that data matter.

1. Develop (or update) your Gender Equality Action Plan

Starting in 2026, businesses with over 500 employees are already required to have a Gender Equality Action Plan (GEAP), but they are beneficial to workplaces of all sizes.

2. Consult with your employees

When creating a GEAP, it can be easy to jump straight into action, but many businesses miss the vital step of consulting their employees.

For a GEAP to be effective, it must be suited for your business’ unique needs and workforce. You can use surveys, focus groups and drop in-sessions to understand your data and bring the numbers to life, while developing a plan that has the most chance of success.

3. Bring staff from every level of the business on board

Leaders have a responsibility to role model respect and make sure that gender equity is a priority across every part of the business.

By sharing WGEA reporting data with staff, leaders can make it clear that improving gender equity is a goal for the business, and one they all play a role in achieving.

Goals can include things like implementing bystander training or promoting messages around the workplace that set the standard for respect at work. By making these actions visible to employees, you are enabling them to be part of meaningful change.

How can the Our Watch Institute help?

We offer tailored solutions to help you deliver your WGEA reporting and take action to embed gender equality in every part of your business. 

Organisational pulse checks and consulting 

We can help build your team’s capacity for completing WGEA reporting and align that work to other industry or state reporting requirements. Our pulse checks use evidence-based tools to identify what your business is already doing well and where you need to improve. 

Gender equality action plans 

Using your WGEA reporting data, we can help your team through the consultation process and create a GEAP that is tailored to your business and its overall goals. 

Training 

We offer a variety of training packages for staff at all levels, including senior leadership and board members. Our training packages cover topics from understanding violence against women as a workplace issue, to bystander training. 

Implementation support  

If you have worked with the Institute to create a GEAP or if you already have an existing one, we can help them bring that plan to life. That can range from training your internal working group to grow their change-making capabilities to offering facilitation through the whole process. 

Reach out today by emailing us  or use the form at the bottom of the page to discuss your needs.