Understanding Australia’s new gender equality targets

Progress on gender equality depends on what organisations do, not just what they say. Real progress requires a deliberate, organisation-wide approach and setting measurable targets is a crucial part of that work.

From April 2026, target setting will not only be best practice – it’ll also be a regulatory requirement for many Australian employers.

Here’s what’s changing, what it means for your organisation, and how to respond in a practical, meaningful way.

What’s changing?

Under new requirements in the Workplace Gender Equality Act, employers with 500 or more employees must now:

• Select and commit to achieving three gender equality targets
• Demonstrate progress or achievement within three years for each target.

These targets will be published to each employer’s page on WGEA’s Data Explorer, increasing transparency and accountability across industries.

All employers – regardless of size – are strongly encouraged to set targets, with growing evidence showing that they are an effective way to drive sustained progress on gender equality.

To support organisations, WGEA has launched a new Targets Hub, which includes practical guidance, tools and resources to help employers select, set and measure meaningful targets.

Why targets matter

Targets provide a clear focus for effort, help prioritise resources, and enable organisations to track whether their strategies are working. When done well, targets:

• Create accountability at leadership and board level
• Focus attention on the areas of greatest impact
• Support data-informed decision making
• Drive cultural and systemic change, not just one-off initiatives.

Importantly, targets are not about quotas or tokenism. They are about removing structural barriers, redesigning systems, and creating fairer opportunities for everyone.

What kinds of targets are required?

Employers will need to select three targets from WGEA’s Gender Equality Targets Menu, which contains both numeric and action targets spanning each of the six gender equality indicators:

• Gender composition of the workforce
• Gender composition of governing bodies
• Equal remuneration between women and men
• Workforce participation and flexibility
• Consultation with employees on issues concerning gender equality
• Sexual harassment, discrimination and workplace culture.

WGEA’s Targets Hub provides detailed guidance on how to identify suitable targets based on your organisation’s data, context and focus areas.

The goal is not to select the easiest targets, but the ones that will drive meaningful change within your organisation.

What this means for Australian organisations

For large employers, this is a significant shift toward greater transparency, accountability and long-term commitment to gender equality.

It means organisations will need to:

• understand their current gender equality performance
• identify priority gaps and barriers
• set ambitious but achievable targets
• embed responsibility across leadership, HR and line managers
• track progress consistently over time.

For smaller employers, while targets are not mandatory, the same principles apply. Setting clear goals helps build momentum, focus effort, and create more inclusive and equitable workplaces.

Practical steps: How to get started

Whether targets are mandatory for your organisation or not, the following steps can help set you up for success.

1. Start with your data
   Use your WGEA data to understand where the biggest gaps and challenges sit. Look beyond headline figures and explore patterns across roles, levels, contracts, flexibility, promotions and pay outcomes. Read WGEA’s guidance on how to find baseline data for gender equality targets.
2. Identify systemic barriers
   Ask what’s driving your results. Are recruitment practices limiting diversity? Are flexible workers being overlooked for progression? Are leadership pathways equitable?
3. Set targets that drive structural change
   Strong targets focus on shifting systems and behaviours, not just outcomes. For example, targets linked to promotion processes, leadership pipelines, or access to flexibility can deliver long-term impact. See WGEA’s targets selection guide for more.
4. Embed accountability
   Assign clear ownership for each target. Build progress tracking into executive reporting, business planning and performance conversations.
5. Engage your workforce
   Communicate why these targets matter and how they link to your organisational values, culture and performance. Involving employees builds understanding, trust and momentum.

How DCA can support your organisation

At Diversity Council Australia, we know that achieving gender equality requires more than compliance. It requires systemic change, inclusive leadership and evidence-based practice.

We support members through:

• research-backed insights – members can access our gender resource page for more information about targets and leading practice guidance on improving gender diversity and inclusion at work
• practical tools and guides – learn how to apply an intersectional approach, collect D&I data safely and effectively, practice inclusive recruitment and more by exploring our research page
• impactful learning programs – Book a DCA Knowledge Program to strengthen your organisations D&I capabilities
• engaging events – check out our Gender Equality Insights program of events.

When organisations take a deliberate, data-informed approach to this work, the benefits extend well beyond compliance. Our research consistently shows inclusive workplaces benefit from improved wellbeing, performance, engagement and retention.

A moment for meaningful action

The introduction of mandatory Gender Equality Targets marks a significant step forward for workplace equity in Australia. But real progress will depend on how organisations respond.

This is an opportunity to move from commitment to genuine progress through practical, sustained action that delivers better outcomes for employees, organisations and the broader community.