Good practice

Divulgation des Écarts de Rémunération par Employeur – WGEA Australie (2024)

Australia · Sydney · See the Australia profile

Première divulgation publique des écarts de rémunération femmes-hommes pour ~5 000 employeurs privés australiens (>=100 salariés), publiée le 27 février 2024. Écart médian : 9,1 % ; 62 % rémunèrent les hommes à plus de 5 % de plus. 51 % des employeurs ont réduit leur écart en 2024-25.

9.1%

Écart salarial de genre médian par employeur (2024)

62%

Employeurs payant les hommes plus de 5 % au-dessus

51%

Employeurs ayant réduit leur écart (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

L'Agence pour l'égalité de genre au travail (WGEA) d'Australie a publié pour la première fois, le 27 février 2024, les écarts salariaux médians de genre d'environ 5 000 employeurs (100 salariés ou plus).

Results

L'écart médian par employeur était de 9,1 %, 62 % des employeurs payaient les hommes plus de 5 % au-dessus des femmes et 51 % des employeurs ont réduit leur écart en 2024-25, dans le cadre de ce mécanisme statutaire annuel.

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. Divulgation des Écarts de Rémunération par Employeur – WGEA Australie (2024). Persistent ID: 44b818d6-d28a-4c1a-b604-05840ecbd601.

Export as decision brief (PDF)

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