Last week, history was made as Australia became the first country to mandate workplace targets for gender equity efforts.
The new law means that next year, all employers with 500+ employees must set three gender equity targets, with at least one being numeric. Crucially, employers must show measurable progress over three years.
Key details of the new mandates:
- Three targets must be selected in the April–May 2026 WGEA (Workplace Gender Equality Agency) reporting period.
- At least one target must be numeric, with measurable progress required over three years.
- Employers are accountable to employees, shareholders, and the public.
- Applies to public and private sector employers with 500+ employees.
- WGEA will publish targets alongside existing employer data.
This world-first news may have left you and your team with some big questions, primarily: Can we really make measurable progress in just three years? The answer is, absolutely!
It might seem daunting, but based on our experience working with employers across all sizes, sectors, and stages of their gender equity journey, we know it’s achievable. In fact, with the right targets and strategy, we see our Endorsed Employers increase gender representation by 7% in just 12 months.
And this progress isn’t limited to companies starting from scratch—many organisations we work with are already strong on gender equity and are using targets to further amplify their efforts and become true leaders in this space.
Three steps to take over the next 12 months
The official reporting may not be until next year, but our advice is to start now. Getting the right foundations in place early will not only make this process easier and more successful, but you can start reaping rewards you weren’t even expecting right away…
Step One: Choose the right targets for your company
From industry perceptions to hidden barriers driving women away, the causes of gender inequity are often complex, multifaceted, and unique to your organisation. That’s why the targets you set—and the actions you take to achieve them—must be tailored to your specific challenges.
As also advised in the government guidance around this new target law, the best first step to identifying these specific challenges (and therefore your targets) is through a gender pay gap analysis to help pinpoint problem areas and set meaningful targets.
Not sure where to start? Download our gender pay gap checklist and guide to setting effective targets—both available for in our free resource library.
Step Two: Establish a clear company-wide understanding of targets — and address any concerns early
Our in-depth study of over 1,000 men’s views on gender equity revealed a troubling pattern: misconceptions, misinformation, and misunderstandings about targets are fueling doubt and resentment. These concerns not only weaken overall morale and support for gender equity efforts but—as highlighted in our recent What Women Want Survey—can even trigger backlash against women and marginalised groups, including accusations of tokenism. This, in turn, worsens the very issues employers are trying to address.
That’s why it’s critical to start these conversations now—not next year. The earlier you communicate the purpose of targets, why they’re necessary, and—most importantly—how they benefit everyone in your organisation, the smoother the process will be. Early education and transparency will help prevent resistance, build buy-in, and set the stage for meaningful progress.
For a detailed guide on navigating these discussions effectively, download our free resource: Bridging Gaps Together: Engaging and Empowering Men in Gender Equity.
Step three: Treat this as the exciting opportunity it is
One of the things employers love most about our proven approach to driving gender equity is that it doesn’t just identify the key areas for improvement, it also uncovers quick wins and existing strengths that may already be making a real impact; and shining a light on these efforts can help build the trust and visibility so many organisations are struggling to achieve.
84% of 1,000+ respondents to our What Women Want Survey said they want to know what companies are actively doing to close gender pay gaps.
Approaching these targets early isn’t just about checking a regulatory box—it’s an opportunity to:
- Recognise and amplify what’s already working well
- Uncover quick wins to accelerate gender equity progress
- Share and celebrate these wins along the way!
By leveraging data-driven strategies and engaging men in the conversation, your organisation can turn compliance into a competitive advantage and become a true leader in gender equity.
“WORK180 is an incredible partner. They offer a tailored, practical approach to help you reach your goals, and their platform really helps to communicate your values and commitment to a broader audience.”
Hollie Divers, Talent Acquisition Lead at WaterNSW
