From 1 April 2026, a significant moment for gender equality in Australian workplaces arrived.
Employers with 500 or more employees are now legally required to select three Gender Equality Targets and report on them to the Workplace Gender Equality Agency (WGEA). This is world-first legislation; Australia has become the first country in the world to legislate that large employers must not just measure gender inequality, but commit to doing something about it.
I’ve been working in this space for over a decade. I’ve watched data get collected, reports get filed, and far too often, not much change. So yes, this matters. A lot.
Why this is a big deal
Let’s be honest about where we are. Australia’s national gender pay gap sits at 21.1%. Men take up primary carers’ leave at a rate of just 20%. The Chair of a governing body is almost four times more likely to be a man. And half of all reporting employers have a gender pay gap above 11.2%.
These aren’t abstract statistics. They represent real women who are underpaid, underrepresented, and too often unsupported. That’s the reality that legislation is designed to change.
The old approach relied on measurement and goodwill. The new approach says: measure it, set a target, and show us you’re moving.
This is an opportunity, not just a compliance exercise
Here’s where I want to push back on the framing I’m already starting to hear — that targets are a burden, a box to tick, another reporting obligation.
Done right? This is one of the most powerful things you can do for your organisation right now.
Choosing the right targets — grounded in your actual workforce data, focused on where the real gaps are — gives your team clarity. It gives your leaders accountability. And it gives your employees, particularly women, something they desperately want to see: that you’re serious.
WGEA has given employers a menu of 19 targets to choose from. Some are numeric (increase women in part-time roles by 2%, for example). Some are action-based (strengthen your policies on sexual harassment or flexible working). Employers have three years from April 2026 to meet them or demonstrate measurable progress.
Three years is actually enough time to do this well — if you start with the right foundations.
What “doing it right” looks like
We’ve seen this play out with our Endorsed Employers. The ones who make the fastest progress aren’t the ones who pick the easiest targets. They’re the ones who:
Start with the data. Understand where the real inequities live in your organisation before you commit to anything. A target that doesn’t connect to a genuine gap won’t move the dial — and won’t inspire anyone.
Pick targets with purpose. If men in your organisation aren’t taking parental leave, is it because the policy doesn’t support it? Is it a cultural norm? Is the leave offering not generous enough? The right target addresses the root cause, not just the symptom.
Bring your team along. This is the piece I see skipped most often. When people understand why a target matters — not just that it’s been mandated — something shifts. Leaders feel proud of progress. Employees feel seen. The work becomes something the whole organisation is invested in, not something HR is tracking alone.
Build in accountability. Assign clear ownership. Review it regularly. Celebrate the milestones.
When this happens, gender equality stops being a “DEI initiative” and starts being part of how your organisation operates. That’s the goal.
How WORK180 can help
For our Endorsed Employers, you’re already ahead. Your endorsement reflects a genuine commitment to the policies and practices that underpin many of these targets. We’re here to help you connect the dots: to understand which targets align best with your current data, gaps, and goals, and to support you in building the momentum to meet them.
If you’re not yet endorsed — or you’re not sure where to start — our consulting team works specifically on WGEA Gender Equality Targets. We’ll help you interpret your data, identify which targets will have the greatest impact, and build a roadmap your team can actually execute on.
You can learn more about how we can support you here.
The bottom line
Legislation changes like this don’t come around often. And while compliance is the floor, not the ceiling, having a legal requirement to act gives organisations the push that goodwill alone rarely does. Used well, it’s a genuine opportunity to accelerate change that’s been too slow for too long.
I started WORK180 because I spent a decade in workplaces where being a woman cost me. In opportunities, in pay, in the simple experience of feeling like I belonged. The employers we work with every day are proof that it doesn’t have to be that way.
Targets, set with intention and pursued with commitment, can be the thing that changes the trajectory for women in your organisation. Not just for three years — for good.
Let’s make them count.
