Which lever do I pull to close the Gender Pay Gap?

In case you are just catching up, the law just got amended in Australia last week requiring every workplace with more than 500 employees to select at least 3 Gender Equality Indicators (GEI) and set targets to demonstrate progress over three years.

The six GEIs are 👇

1️⃣ Gender composition of the workforce
2️⃣ Gender composition of boards
3️⃣ Gender pay gap
4️⃣ Support for carers and parents
5️⃣ Consultation
6️⃣ Sexual harassment

Each of the six are vitally important and ideally you should be setting targets and making progress on EVERY one of them.

If you are doing something about it, great! 🙌

If you are not doing something about it, then its time to make it a priority for your Board and C-Suite team.

Closing the Gap is a complex issue requiring a multi-faceted approach that is grounded on data, driven by insights, championed by the leaders, and moved forward with participation from EVERYONE at your workplace.

And the biggest lever you can pull while doing all this?

👉 Accelerating women into every level of your organisation.

This is not a one-time fix.

Just like your bottom line and all the metrics tied to it—this takes careful attention, leadership, and years of follow-through.

📩 Want a deeper dive? Message me for my Whitepaper & How-To Guide—a structured, award-winning approach to accelerating women into leadership and closing the gender pay gap.

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A former Board Member, CPO, and 2022 HR Leader of the Year, Anoop creates the space for C-suite leaders to turn complexity into clarity and strategy into action.