GEAP checklist

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Did you include the following required components?

This checklist is for your use only. Use it to ensure you have completed what you are required to do. Do not submit this to the Commissioner.

Attestation by your head of organisation to the GEAP and its resourcing
The attestation must include your head of organisation (CEO or equivalent) name, role title, signature and date of sign off.
They must attest they have approved the GEAP and that your organisation will provide adequate resources to implement the GEAP.
If you have a designed version of your GEAP, your attestation must be included as per the wording in the guidance.

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Confirmation your governing body was consulted in developing your GEAP
You must confirm that your governing body was consulted in developing the GEAP.
How you consult your governing body is up to you. Generally, a governing body is responsible for monitoring compliance with the Act. Your board or other governing body will also ideally approve or endorse the final GEAP. This is to make sure that the GEAP has appropriate oversight and risk-management.
For local councils, your governing body is your elected councillors. Councils do not need governing body approval for their GEAP. This is because elected councillors should not influence the council’s corporate decisions. However, you must still seek their input into the development of your GEAP. This means asking for and considering their views. As with any consultation, your decision on what input is included or excluded should be aligned to the gender equality principles(opens in a new window) and gender pay equity principles(opens in a new window).
For duty holders with no governing body, you do not have to consult with your governing body. You must clearly state that your organisation does not have a governing body. You should ideally consult with any key leaders in your organisation that manage risk and governance.

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Confirmation your employees were consulted in developing your GEAP
You must confirm that your employees were consulted in developing the GEAP.
Diverse employees must be able to contribute to the decision-making and development of your GEAP.
How you consult your employees is up to you. Two rounds of consultation are recommended. This includes consulting on your audit results (opens in a new window)and consulting on your strategies(opens in a new window).

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Confirmation your employee representatives, including relevant trade unions, were consulted in developing your GEAP
You must confirm that employee representatives including relevant trade union representatives were consulted in developing the GEAP.
How you consult your employee representatives is up to you. Two rounds of consultation are recommended. This includes consulting on your audit results (opens in a new window)and consulting on your strategies(opens in a new window).

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Description of your consultation process in developing your GEAP

You must describe how consultations were conducted. This might include (but is not limited to):

  • number of sessions conducted
  • details of who were consulted, proportion of employees, etc
  • stakeholder input and outcomes from each session.
Consultation refers to actively seeking input from stakeholders to shape the GEAP. There must be evidence of two-way communication (not just information sharing).
You must consult with your governing body, employees, employee representatives (including relevant trade union representatives) and any other relevant person in developing your GEAP.
Consultation intends to help your workforce and other key stakeholder groups to understand the results of your workplace gender audit. It is also designed to seek ideas from your stakeholders on how your organisation can address any identified workplace gender inequality issues.

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Description of how the gender equality principles were considered in developing your GEAP

You must describe how the gender equality principles(opens in a new window) were considered in any aspect in developing your GEAP, including (but not limited to):

  • building the case for change and/or vision
  • guiding consultation discussions
  • informing decision-making during strategy development
  • engaging the leadership team
  • any other aspect.
Duty holders must explain how the principles were considered in developing the GEAP. Simply listing the principles will not pass compliance.

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Description of how the gender pay equity principles were considered in developing your GEAP

You must describe how the gender pay equity principles(opens in a new window) were considered in any aspect in developing your GEAP, including (but not limited to):

  • guiding policy making/changes related to gender pay equity
  • your organisational values
Duty holders need to explain how the principles were considered. Simply listing the gender pay equity principles will not pass compliance.

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The results of your workplace gender audit against each workplace gender equality indicator(opens in a new window). This must include audit data from 2025, ideally using the performance measures as a minimum

Against all 7 indicators, you must:

  • describe key issues that emerged from that data.
If there are no identified gender inequality issues against an indicator, you should still describe this.
For duty holders with no governing body, you do not have to include data for indicator 2. You must clearly state that your organisation does not have a governing body.

In assessing your GEAP, the Commissioner’s decision will be guided by whether you:

  • examined your audit data to identify systemic gender inequalities against each indicator
  • made a genuine effort to understand the status of gender equality at your workplace using data

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Strategies based on your audit, which promote gender equality in the workplace, against each workplace gender equality indicator(opens in a new window)
You must include at least one strategy against each indicator. Strategies are actions your organisation will take to improve gender inequalities. They must be based on the results of your audit.

You must ensure that either:

  • the connection between the audit data and strategies is explicitly made in the GEAP
  • OR a reasonable person can identify the connection between the results of the audit and one or more strategies for each indicator.

If you do not identify any gender inequality issues against an indicator, you should include at least 1 maintenance strategy(opens in a new window). Maintenance strategies can include:

  • establishing monitoring processes
  • actions to maintain your current position.
Your strategies must relate to promoting gender equality in the workplace(opens in a new window).
For duty holders with no governing body, you do not have to include a strategy for indicator 2. You must clearly state that your organisation does not have a governing body.

In assessing your GEAP, the Commissioner’s decision will be guided by whether:

  • you planned concrete steps to improve gender equality outcomes, related to each indicator
  • these actions were based on your audit data.
Strategies must address the 7 workplace gender equality indicators(opens in a new window). They may also address any other areas of gender inequality you identify.

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Measures to assess progress towards the promotion of gender equality, against each workplace gender equality indicator(opens in a new window).
You must include measures against each indicator. Measures help you assess how your strategies are performing. They help you track progress on the indicators.
You are expected to use the performance measures(opens in a new window).
If you do not use the performance measures, you must include at least one alternative measure for each of the 7 indicators.
Even if your organisation does not identify any gender equality issues on an indicator, you should retain the performance measures(opens in a new window) (or equivalent alternative). This will help you monitor gender equality.

In assessing your GEAP, the Commissioner’s decision will be guided by:

  • whether you thought about how to measure success against each indicator.
Description of how your GEAP implementation is resourced
You must describe the resourcing allocated to your GEAP implementation. This may include FTE, budget, responsible areas, time allocation for strategies, and so on.
At a minimum, you must allocate specific roles/branches to specific strategies.
Your head of your organisation must attest on the GEAP cover page(opens in a new window) that resourcing is adequate to fully implement the GEAP.
Even if your organisation does not identify any gender equality issues on an indicator, you should retain the performance measures(opens in a new window) (or equivalent alternative). This will help you monitor gender equality.
Responsibility for your GEAP may sit across multiple functions of your organisation. It should have strong leadership support(opens in a new window).

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Additional standards

These standards do not impact compliance. But the Commissioner may ask for a resubmission or further information where relevant.

Intersectional gender inequality was considered in developing your GEAP
You must summarise how intersectionality was considered in any aspect of GEAP development, where practicable, or why intersectionality was not considered.

Intersectional gender inequality is the disadvantage or discrimination that a person may experience on the basis of any of the followingin addition to gender:

  • Aboriginality
  • age
  • disability
  • ethnicity
  • gender identity
  • race
  • religion
  • sexual orientation.

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Personal and potentially identifying information have been removed
Your GEAP is submitted by the due date or with an approved extension
GEAPs are due by 1 May 2025.
Duty holders must submit(opens in a new window) through the reporting platform(opens in a new window) by this date, unless an approved extension is granted.

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