Workplace Gender Equality Act 2012

The following is a simplified outline of this Act:

• This Act requires various employers (relevant employers) to lodge reports each year containing information relating to various gender equality indicators (for example, equal remuneration between women and men).

• Some larger employers (designated relevant employers) will also, every 3 years, need to select and include in their report targets (gender equality targets) against various gender equality indicators. Such employers are required to meet, or improve against, those targets over the following 3 year period (a target cycle).

• Those reports are available to the public, subject to some exceptions for information that is personal information, information relating to remuneration and information of a kind specified by the Minister. Information contained in those reports may also be used in publishing information for the purposes of showing a relevant employer’s performance and progress in achieving gender equality in relation to remuneration for the employer’s workforce.

• There is a Workplace Gender Equality Agency. Its functions include advising and assisting employers in promoting and improving gender equality in the workplace and undertaking research and programs for the purpose of promoting and improving gender equality in the workplace.

• The CEO has the management of the Agency.

• The Agency may review a relevant employer’s compliance with this Act by seeking further information from the employer.

• If a relevant employer fails to comply with this Act, the Agency may name the employer in a report given to the Minister or by electronic or other means (for example, on the Agency’s website or in a newspaper).