Note: This is a supplementary resource for WORK180’s free WGEA Legislation Mini-Series — a bite-size course helping employers prepare to submit their newly mandated gender equality targets, due April–May 2026 (for private sector employers) and September–October 2026 (for Commonwealth public sector employers).
The three WGEA gender equality targets your organisation selects and submits in 2026 will set your organisation’s gender equality agenda for the next three years. You’ll need to report on them annually and show measurable improvement by the end of the reporting cycle to remain compliant.
This makes the months before target selection critical. Now is your opportunity to assess, plan, and align — ensuring your targets are compliant, credible, achievable, and designed to unlock the proven business benefits of greater gender equity.
Below is a clear roadmap of key milestones to help your team stay organised, confident, and on track in the lead-up to target submission.
WGEA Targets: Pre-submission to-dos (timeline and checklist)
⚠️ Important: Please keep the following in mind as you work through each milestone:
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The dates below are recommended, not mandatory. If you’re ahead — fantastic! If you’re behind — don’t worry. Other than the final submission date, the timelines are designed to help you stay organised and maintain steady progress, not to add unnecessary pressure.
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Quality matters more than speed. Take time to get your data analysis and target design right; a thoughtful approach now will save time and rework later.
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You’re not expected to do this alone. From tools for benchmarking, selecting, and tracking targets to hands-on consultations and workshops that build cross-company buy-in for this crucial project, WORK180 provides guidance and practical support at every stage of preparation.
Milestone #1 | Foundations in place
By the end of this stage, you should have a clear, cross-functional team aligned on responsibilities, timing, and goals. Everyone from HR to Legal and Exec understands their role in preparing for WGEA targets, and the groundwork is laid for consistent coordination.
To have done:
☐ Review and confirm your 2024–25 baseline data and WGEA reporting status.
☐ Start to identify Diversity, Equity and Inclusion priority and focus areas — this can include reviewing your baseline data over time (e.g. the past 5 years).
☐ Start to connect, engage and brief team members and related teams on the new legislation requirements. Identify who could be part of your WGEA Targets Team (HR, DEI, Legal, Data, Comms, Finance, Exec).
☐ Ensure CEO and Board are briefed on legislative changes and public visibility. (For the public sector, this includes informing Agency Head / Secretary.)
Additional steps for the public sector:
☐ Ensure alignment with the Commonwealth Gender Equality Strategy 2025–30 or your department’s equivalent DEI strategy.
📖 Unsure who should be on your WGEA Targets Team? Use our practical guide for a clear breakdown of key roles and responsibilities.
Due date:
Private sector: By Nov 2025 (recommended)
Public sector: By April 2026 (recommended)
Milestone #2 | Analysis complete
By the end of this stage, you should have a clear picture of your organisation’s gender equality landscape — including pay gaps, representation data, and priority focus areas.
You know where improvement is needed most and have leadership alignment on where to focus your efforts.
To have done:
☐ Completed pay gap and representation analysis. (Note for public sector, to include APSC or Finance datasets where applicable.)
☐ Identified 3–4 priority areas (leadership, flexibility, pay equity, etc.).
☐ Engaged Legal and Exec early to stress-test feasibility and resources.
Additional steps for the public sector:
☐ Where data is drawn from central APS systems (Finance or APSC), request updated datasets early.
☐ Conduct validation of data by classification level or equivalent APS banding (to ensure consistency with APS reporting standards).
⚠️ Take time to get this right — accurate, data-led insights now will save rework later. Understanding your current state is essential for setting achievable, high-impact targets.
📊 If you need extra clarity or benchmarking support, WORK180 offers diagnostics and data analysis tools to help confirm your focus areas.
Due date:
Private sector: By Dec 2025 (recommended)
Public sector: By May 2026 (recommended)
Milestone #3 | Draft targets shaped
By the end of this stage, you should have 3–5 draft targets developed from WGEA’s menu, tested for ambition and achievability.
You’ve engaged senior leaders and started early internal communication so employees understand the ‘why’ behind the work.
To have done:
☐ Draft 3–5 potential targets using WGEA’s Target Menu.
☐ Model what realistic progress could look like over the 3-year reporting period.
☐ Workshop options with leadership to confirm balance between ‘stretch’ targets and reality.
☐ Begin early cross-company comms to explain the “why”.
💡 Don’t underestimate the importance of engaging employees early! This is a key step to gaining all-important buy-in.
🧩 WORK180 can facilitate workshops and advise on messaging to help your team build understanding and alignment.
Due date:
Private sector: By Jan 2026 (recommended)
Public sector: By June 2026 (recommended)
Milestone #4 | Final approval secured
By the end of this stage, you should have three final, measurable targets agreed and formally signed off by your CEO and board.
You’ve confirmed governance, accountability, and tracking mechanisms so reporting can start smoothly once targets are submitted.
To have done:
☐ Finalise three targets (at least one numeric).
☐ Obtain CEO (for private sector) / Agency Head or Secretary (for public sector) sign-off and confirm internal governance and data tracking processes.
☐ Prepare your internal launch plans, detailing both communications and initiative rollout.
💡 Pro tip: Integrate your approved gender equality targets into existing agency performance frameworks — for example, annual reporting, Corporate Social Responsibility (CSR) or sustainability reporting, strategic workforce plans, or SES performance agreements — to strengthen accountability and long-term visibility.
🔍 WORK180 can review governance frameworks and validate targets for clarity and consistency.
Due date:
Private sector: By Feb 2026 (recommended)
Public sector: By Jul 2026 (recommended)
Milestone #5 | Submission ready
By the end of this stage, you should have fully finalised targets, ready for submission, and a clear communications plan in place.
Your systems have been tested for progress tracking, and your messaging is aligned across HR, Legal, and Comms.
To have done:
☐ Format targets for submission using WGEA templates.
☐ Align messaging across HR, Legal and Comms.
☐ Test systems for annual progress tracking.
💬 Focus your narrative on what will change — not just what will be measured.
🪄 WORK180 can review communications and provide practical storytelling templates to support a clear internal launch.
Due date:
Private sector: By Mar 2026 (recommended)
Public sector: By Aug 2026 (recommended)
Milestone #6 | Targets submitted
By the end of this stage, you should have successfully submitted your three targets with your annual WGEA Gender Equality Report and communicated them internally.
Your organisation is prepared for public visibility on WGEA’s Data Explorer and ready to begin the delivery phase.
To have done:
☐ Provide pre-publication briefing to leadership and executive team.
☐ Submit your three targets with the annual WGEA Gender Equality Report.
☐ Prepare internal briefings for when results are published by WGEA.
☐ Celebrate your milestone and embed targets into business planning.
Additional steps for the public sector:
☐ Provide Ministerial briefings or noting if your agency reports directly to a Minister.
☐ Seek communications clearance through your Minister’s Office for public or media messaging, if required.
💡 Pro tip: Treat submission as the start of delivery, not the end of reporting.
🧭 WORK180 offers post-submission guidance, including support for tracking progress and continuous reporting.
Due date:
Private sector: By Apr–May 2026 (mandatory)
Public sector: By Sep–Oct 2026 (mandatory)
Want to better understand your WGEA targets role?
For a thorough introduction to WGEA targets, we recommend catching up on our WGEA Live Sessions — a practical overview of the new legislation featuring WGEA CEO Mary Wooldridge.
To learn more about how WORK180 partners with employers to not only meet WGEA obligations but also drive equity outcomes, strengthen employer brands, and lead the way on gender equality, download our free Info Pack.
