2. Gender equality at work – 2025 WGEA data

Policy is a fundamental part of improving gender equity and equality at work. But of course, policy alone is not enough. To be effective, policy must be firmly embedded in the culture of an organisation. Part 2 of our coverage of the 2025 Workplace Gender Equality Agency data looks at information about broad gender equity policies, along with targets and employee consultation.

The 2025 WGEA data includes an enormous amount of information on policies. Information is collected about seven areas – in each, data is also collected about the availability pf policies or formal strategies and the inclusion in policies. Of the reporting practices, 20 have policies in all seven areas.

Specific policies are covered in Part 1 Pay gaps & equal remuneration, Part 4 Flexible work & employee support and Part 5 Sex-based harassment & discrimination. For demographics, refer to Part 3 Workforce composition.

For an outline of the context and limitations of the 2025 WGEA data, please see the background and considerations sections of Part 1

Gender equality in the workplace

In 2025, WGEA collected information about overarching gender equality in the workplace policies / strategies. All but two reporting practices have an overall policy or strategy (Silver Thomas Hanley and Clarke Hopkins Clarke did not) and nine practices have all nine of the policy inclusions tracked.

Targets

In 2025, for the first time, reporting organisations were asked if they had targets to address gender equality in the workplace – 21 did, eight did not. Only four practices have all listed targets in place – Bates Smart, DesignInc Sydney, Hassell, and Hayball.

Consultation with employees

“Consultation with employees on issues concerning gender equality in the workplace” is one of WGEA’;’s six Gender Equality Indicators. Reporting organisations were asked if they had consulted with practices – three quarters had, one quarter had not. Those that had consulted were then asked who had been consulted and how this consultation had occurred.

See Part 1 Pay gaps & equal remuneration, Part 3 Workforce composition, Part 4 Flexible work & employee support and Part 5 Sex-based harassment & discrimination.