Good practice

Divulgación de la Brecha Salarial por Empleador – WGEA Australia (2024)

Australia · Sydney · See the Australia profile

Primera divulgación pública de la brecha salarial de género para ~5.000 empleadores privados australianos (>=100 trabajadores), publicada el 27 de febrero de 2024. Brecha mediana: 9,1 %; el 62 % paga a los hombres más de un 5 % por encima. El 51 % de los empleadores redujo su brecha en 2024-25.

9.1%

Brecha salarial de género mediana por empleador (2024)

62%

Empleadores que pagan a los hombres más de un 5 % por encima

51%

Empleadores que redujeron su brecha (2024–25)

Details

Maturity: Established
Promoter: Workplace Gender Equality Agency (WGEA)
Period: 2023-present
Keywords: pay equity, pay transparency, gender pay gap, employer reporting, economic participation

Context

La Agencia para la Igualdad de Género en el Trabajo (WGEA) de Australia publicó por primera vez, el 27 de febrero de 2024, las brechas salariales medianas de género de unos 5.000 empleadores (con 100 o más empleados).

Results

La brecha mediana por empleador fue del 9,1 %, el 62 % de los empleadores pagaban a los hombres más de un 5 % por encima de las mujeres y el 51 % de los empleadores redujeron su brecha en 2024-25, en el marco de este mecanismo legal anual.

Implementation

Implementation detail (cost, timeline, staffing, conditions for success) is not yet available for this practice.

Data sources

Where this practice's information was retrieved from, and when.

C-NAPSE web research — accessed 2026-06-21
Workplace Gender Equality Agency (WGEA) — accessed 2026-06-21
WGEA: Employer gender pay gaps published for the first time (Feb 2024) — accessed 2026-06-21
Minister Gallagher: Employer gender pay gaps published for the first time — accessed 2026-06-21

Quality score: 96/100

How is this calculated?

Evidence: Observational / pre–post

Top 4% in this catalogue (719 scored practices)

Scores cluster high, so position within the catalogue is often more telling than the number alone.

Evaluation

Evaluated by C-NAPSE

Score profile — the dimensions behind the score — how it's computed

Transferability / replicability2/3

The EU Pay Transparency Directive (2023/970/EU) and similar laws in the UK and Ireland demonstrate that employer-level pay gap disclosure is replicable across jurisdictions.

Impact on gender equality1/1

First-ever employer-level disclosure covering 5 million workers catalysed action; national gap fell 0.7 pp to 21.1% in 2024-25 following publication.

Effectiveness1/1

Published ~5,000 employer pay profiles as intended; WGEA confirmed observable shift in employer focus in the year following first disclosure.

Efficiency1/1

Built on existing WGEA reporting infrastructure at low marginal cost relative to AUD 51.8 billion estimated annual economic cost of the gender pay gap.

Evaluated outcomes1/1

WGEA Annual Gender Equality Scorecard (2024-25) provides quantitative evaluation; ministerial release (Ministers PMC) independently corroborates findings.

Sustainability1/1

Annual reporting mandated under the Workplace Gender Equality Act 2012 (amended 2023); permanent statutory mechanism with no sunset clause.

Achievement / evidence1/1

27 February 2024 first-ever publication: nearly 5,000 employer profiles accessible via WGEA Data Explorer; 51% of employers reduced gaps year-on-year by 2024-25.

Gender-mainstreaming embedding1/1

Employer-level pay transparency embedded as a mandatory corporate governance and reporting requirement, structurally linking pay decisions to gender accountability.

Curator validation1/1

Official government regulator (WGEA) publishes the data; independently documented in Australian ministerial media release (ministers.pmc.gov.au); wide media coverage.

Cite this

Evidoria. Divulgación de la Brecha Salarial por Empleador – WGEA Australia (2024). Persistent ID: 44b818d6-d28a-4c1a-b604-05840ecbd601.

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