What Are You Doing To Close The Gender Pay Gap?

Women in Australia still earn, on average, significantly less than men, even when performing comparable work. While awareness has grown, real change requires deliberate, sustained action.

If you’re an employer looking to make a genuine impact, here are some practical steps you can take, starting with how you support and invest in your female workforce.

The Current State of the Gender Pay Gap

According to the Workplace Gender Equality Agency (WGEA), Australia’s national gender pay gap sits at 21.7% based on total remuneration (2024).* This means that for every dollar earned by men, women earn approximately 78 cents, a gap influenced by underrepresentation in senior roles, time out of the workforce, and structural inequalities.

What Employers Can Do?

Closing the gap isn’t just about compliance or optics — it’s about unlocking the full potential of your workforce. Here’s where to start:

• Upskill and Promote Women into Leadership

One of the most effective ways to reduce the gender pay gap is to ensure more women move into higher-paying, decision-making roles. That’s where we come in.

We offer tailored programs designed to upskill female professionals — with a focus on strategic leadership, confidence, negotiation, and influence.

By investing in your female leaders, you’re not just closing the pay gap — you’re strengthening your leadership pipeline.

• Conduct Regular Pay Equity Audits

Audit your salary data across roles, departments, and seniority levels. Pay gaps often go unnoticed until they’re measured. Regular reviews allow you to identify discrepancies early and correct them before they become systemic.

• Support Flexible Work and Career Continuity

Many women step out of the workforce due to caregiving responsibilities. Offering flexible work arrangements and structured return-to-work programs helps retain experienced women and supports career continuity – two essential elements in closing the gap.

• Remove Bias from Hiring and Promotions

Even unintentional bias can skew hiring and progression decisions. Make job criteria clear, implement structured interviews, and track promotion outcomes to ensure fairness across genders.

Change Starts with Action

Take these meaningful steps to invest in your female leaders and strengthen your leadership pipeline. Our tailored development programs support committed businesses to building fairer, stronger workplaces.  Let’s close the gap together.- Book a consult to learn more about our upskilling solutions for women in leadership.