56% of employers improved their gender pay gap.
Want to know how?
Do these SIX things consistently.
Yesterday was a very important day!
The Workforce Gender Equality Agency (WGEA) released the 2023-24 Gender Pay Gap data from 7800 employers and 1700 corporate groups, the second year in a row since its maiden release in 2024.
This is a massive piece of complex analysis and a huge appreciation to Mary Wooldridge and the WGEA Reporting team for everything they do to raise awareness and drive positive change.
And the great news is that more than half of Australian employers have improved their gender pay gap in the last 12 months.
But 79% are still outside the WGEA -5%/+5% target range.
If you’re a C-Suite Leader, Board Member, or Senior Executive, and your company is in the 56% that improved the gap—congratulations! Your leadership mattered.
BUT if your company isn’t in that 56%, here’s how you can change that in 2025.
⚡ SIX things that closed the gap in 2024 ⚡
Structured Pay Audits & Executive Accountability: Companies that conducted deep pay audits and tied results to executive KPIs saw the biggest improvements in closing gender pay gaps. Transparency drives action.
Setting Clear, Measurable Leadership Targets: Businesses that publicly committed to increasing women in senior roles saw faster progress. Those that aligned hiring, promotion, and succession planning with equity goals moved the needle further.
Redesigning Leadership Roles for Flexibility: Employers that offered part-time, job-share, and flexible leadership roles saw significant improvements in gender balance—proving that career progression doesn’t have to come at the cost of flexibility.
Equalizing Access to Paid Parental Leave: Companies that expanded paid leave for all parents, paid superannuation on leave, and made part of it non-transferable for men created real change—boosting women’s career progression and shifting caregiving norms.
Fixing Bonus & Incentive Structures: Organisations that restructured commissions, performance pay, and discretionary bonuses to ensure fairness closed gaps faster—proving that pay equity isn’t just about base salary.
Building Transparent Career Progression Pathways: Companies that mapped out clear promotion routes and invested in sponsorship and leadership programs for women saw higher retention and faster movement of women into senior roles.
📢 What Will You Double Down on in 2025?
The best companies in Australia and globally are taking action.
If you 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.