Businesses in Australia with over 100 employees have one extra set of reporting requirements: gender equality. Under the Workplace Gender Equality Act of 2012, employers must disclose information on six gender equality indicators: gender composition of the workforce and of the governing bodies of that force, remuneration between women and men, flexibility of working arrangements, consultation with employees on issues such as gender equality and other matters specified by the government, such as promotion, training and recruitment procedures.
These requirements have been phased in in three stages, according to Rachel Bernasconi and Mark Stokes at Seyfarth Shaw. The next reporting period commencing this April is the final stage, which means the WGE Act will be fully operational. Consequences on noncompliance include a report to the minister naming the employer and ineligibility to pursue Commonwealth and some state contracts and to apply for grants or other forms of financial assistance.
