Australia: Gender Equality Targets to be Selected by Large Organisations for Assessment Over Next Three Years
Author: Lauren Brouwer-French
Commencing in April 2026, Australian employers with 500 or more employees will be required to select and work towards specific gender equality targets. These requirements are estimated to impact around 2000 employers in Australia, who will have to choose three targets from a set list that includes both numerical goals and action-based initiatives to be implemented and assessed over the next 3 years.
As part of submitting the Gender Equality Report between April and May 2026, employers with 500+ employees will also be required to select three (3) gender equality targets that will be assessed over the next three years.
These requirements are estimated to impact around 2,000 private and Commonwealth Public sector employers each year.
Targets relate to matters such as gender composition of the workforce, equal remuneration, flexible working arrangements, gender equality, and eliminating sexual harassment and sex discrimination in the workplace.
The targets are either numeric (e.g. a target that requires an employer to reduce or increase a percentage point) or action (e.g. a target that requires implementation or improvement of a policy). At least one of the three targets selected by employers must be numeric.
There are 19 targets that employers can choose from (9 numeric and 10 action). Employers must choose from these options. Custom targets are not permitted.
Once targets are selected, employers will then have to demonstrate over the next 3 years that they have either achieved the target, or have demonstrated progress toward achieving the target. Employers will be measured against “baseline” data, being the gender equality data provided for 2025.
If targets are not selected by the cut-off or there is no demonstrated improvement against each of the 3 targets at the end of the 3 years, an employer will be found non-compliant.
Non-compliant employers:
- can be named publicly by the Workplace Gender Equality Agency (generally via publication on the Agency’s website); and
- will not receive a certificate of compliance. Whether an employer has this certificate is considered by the Australian Government when assessing an employer’s eligibility to contract with it.
Targets range in terms of complexity, and employers are encouraged to consider realistic targets for their respective organisations. There are opportunities for employers to set ambitious targets if they would like to. Once a target has been set, an employer will not be allowed to change or abandon it.
Key Actions for HR and In-house Counsel
- Identify unique drivers of specific gender imbalance in the workplace, and select realistic targets that best suit the organisation.
- Ensure that three gender equality targets are selected by the relevant deadline.
- Continuously monitor progress towards achieving each of the three targets selected.
If you need advice about complying with these requirements, please contact our team on (+61 2) 9267 4322.
