Gender Equality Act 2020

A defined entity must undertake a workplace gender audit before developing a Gender Equality Action Plan.

A workplace gender audit must assess the state and nature of gender inequality in the workplace of the defined entity as at 30 June in the Gender Equality Action Plan reporting year to which the audit relates, having regard to the following—

the workplace gender equality indicators;

any gender equality targets or gender equality quotas prescribed in relation to the entity;

the disadvantage or discrimination that a person may experience on the basis of any of the following in addition to gender inequality—

Aboriginality;

age;

disability;

ethnicity;

gender identity;

race;

religion;

sexual orientation;

any other matters that the defined entity considers relevant;

any prescribed matters.

A workplace gender audit must be based on the following data as at 30 June in the Gender Equality Action Plan reporting year—

gender-disaggregated data; and

if available, data about Aboriginality, age, disability, ethnicity, gender identity, race, religion and sexual orientation.