The Gender Equality Act 2020 requires certain organisations (called duty holders, or defined entities in the Act) to take action towards achieving workplace gender equality, and to consider and promote gender equality in the services they provide.
All these organisations have the same obligations. However, your industry may have a unique operating context or specific things to consider when meeting your obligations.
Advice for local government
Local councils play a critical role in delivering essential services. They are responsible for promoting gender equality both within their workplaces and in the community. Councils should consider the following:
Workplace gender audits
Your workplace gender audit must collect data on the gender composition of your governing body. For councils this is your mayor and councilors. We understand that once elected, a council has no control over the gender composition of its governing body, but you must still report it.
The ANZSCO guidance for local councils can help you identify the most appropriate codes for various roles within your workforce. They can help you understand gendered segregation in the workplace and collect data for your workplace gender audit.
Gender equality action plan (GEAP)
Under the Local Government Act 2020, councils must develop a workforce plan every four years that includes gender equality measures. By completing a GEAP you also meet this workforce plan requirement.
Councils may choose to integrate gender equality measures into an existing document (e.g. a council plan) but the action plan must meet the requirements of the Act.
Gender impact assessments
Councils should do gender impact assessments for policies, programs, and services that have a direct and significant impact on the public.
This could include key plans like council plans and municipal public health and wellbeing plans. It could also include infrastructure projects, waste collection services, childcare services, and infringement policies.
Engaging the community in GIAs will help ensure policies, programs and services reflect the needs of people of all genders and backgrounds.
Advice for universities
Universities in Victoria play a pivotal role in advancing gender equality and combating gender-based violence, especially on campuses. Universities should consider the following:
Workplace gender audits
Your university collects a wide range of data to meet its Workplace Gender Equality Act 2012 (Cth) (WGEA) requirements. Much of this data can be repurposed to complete a workplace gender audit (noting that some of the specific data measured required under each Act are different).
The data collection period for universities is aligned with WGEA obligations. This is the 12-month period between 1 April and 30 March in a reporting year.
Gender Equality Action Plan (GEAP)
Your university may have existing gender equality strategies or action plans. You may update an existing plan to submit as your GEAP, however it must meet the requirements set out in the Gender Equality Act. To have an existing plan submitted and accepted as a GEAP, you must make a request in writing to the Public Sector Gender Equality Commissioner.
Gender impact assessments
Gender impact assessments should be conducted for key university policies, programs, and services that have a direct and significant impact on the public. Examples include:
- infrastructure projects: new campus buildings or lighting
- services: housing, healthcare, campus security
- policies: student equity and disability inclusion policies
- programs: scholarship programs, education courses and programs
Reporting on progress
You must submit a progress report every 2 years. The relevant period for progress reports is aligned with WGEA obligations.
This relevant period for a university’s progress report is the previous two years between 30 April and 1 March. For example, the 2025 progress report covers the period 1 April 2023 to 30 March 2025.
Advice for Victorian Public Service agencies
Victorian Public Service (VPS) agencies, including government departments, are expected to be leaders in gender equality. VPS agencies should consider the following:
Workplace gender audits
We are working closely with the Victorian Public Sector Commission to reduce reporting duplication. This includes aligning data collection through the annual People Matters Survey on relevant areas such as flexible work and sexual harassment.
- Gender impact assessments
The nature and focus of policies, programs and services for gender impact assessments may vary across VPS agencies. Gender impact assessments should be conducted for key policies, programs, and services that have a direct and significant impact on the public. This includes those that are new and those up for review.
Examples include:
- development of significant legislation, government strategies, and other policy guidelines and frameworks
- budget bids
- programs such as grants and awards programs
- media campaigns
- infrastructure planning and development.
Recent amendments to the Financial Management Act 1984 embed gender responsive budgeting practices into the budget process. In line with the Gender Equality Act, VPS agencies need to complete gender impact assessments for budget bids that have a direct and sigificant impact on the public.
The Treasurer also has powers to request gender impact assessments on budget bids, even when the Gender Equality Act may not require it.
Gender responsive budgeting removes embedded inequalities by:
- considering gender in all funding decisions with a direct impact on Victorians
- identifying how resources can be best allocated to close gender gaps
- improving value for money by achieving gender equality goals concurrently with other policy goals.
Advice for other public entities
Other public entities cover a wide range of sectors, including:
- public healthcare
- water and land management
- TAFE and other education (excluding universities)
- police and emergency services
- creative industries, finance, transport and other.
Public entities should consider the following:
Workplace gender audits
We work closely with the Victorian Public Sector Commission (VPSC) to align your reporting requirements. This includes through the annual People Matters Survey on relevant areas such as flexible work and sexual harassment.
Gender impact assessments
You must conduct gender impact assessments for a broad and varied range of policies, programs and services that have a direct and significant impact on the public. Examples could include:
- public health care: Aboriginal health services, mental health services, health education campaigns, infrastructure projects, feedback and complaints policies.
- TAFEs: infrastructure projects, student support services, education programs. Please note that for TAFEs, the ‘public’ includes the student body.
- water and land management: financial hardship policies, major facilities development.
- public transport: The Department of Transport and Planning has developed a set of tip sheets for gender impact assessments(opens in a new window) to help their workforce apply a gender lens in transport and planning decisions. The tip sheets cover topics such as gendered safety, transport journey differences, urban planning, and inclusive facilities design.
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