Strategies and measures


  • Document your strategies and measures for 2021-2025 based on the results of your audit
  • Ensure clear accountabilities and timelines are assigned to each strategy and measure
  • Outline how gender pay equity principles have been considered in the development of the strategies and measures in your GEAP
  • For each workplace gender equality indicator, include at least one strategy or measure that will enable you to address intersectional gender inequality in your workplace
  • Note any best or emerging practice research that has informed strategies or measures

The primary focus of the strategies and measures in your GEAP should be on promoting gender equality in your workplace (s10(1)(b)), focusing on the people who are part of your workforce as defined in section 3 of the Act.


Example strategies and measures under the workplace gender equality indicators

This list of example strategies and measures may provide some guidance to help you develop your GEAP and will be added to over time.


  1. This is a suggested percentage only, and we recognise that a relevant percentage may differ based on the current situation of your organisation. The Workplace Gender Equality Agency’s ‘relevant employer’ organisations were able to reduce their gap for full-time base salary and total remuneration by just over 5 per cent from the four years between 2013-14 to 2018-19.
  2. From the Australian Human Rights Commission, Respect@Work: Sexual Harassment National Inquiry Report (2020) 679–80.) A victim-centric approach gives priority to the victim-survivor’s wishes, safety, and wellbeing in all matters and procedures. This ensures the compassionate and sensitive responses to complaints in a non-judgemental manner. It tries to ensure the complainant is engaged in the process, while seeking to minimise any re-traumatisation.
  3. Some flexible working policies differentiate between informal and formal flexibility. Informal flexibility is where employees can access flexible working without needing to formally document it and by “informally” agreeing with their direct manager. By removing the requirement to fill out a form or seek formal approval, you may increase access and utilisation of flexible working arrangements.