Below is a list of resources that may help organisations to progress gender equality. The resources include research, tools and guidelines across a range of areas.
Please note that these resources were not created specifically to support the Gender Equality Act 2020. For targeted information on meeting your obligations under the Act, read more:
General gender equality resources
The Workplace Gender Equality Agency (WGEA) is an Australian Government statutory agency, created by the Commonwealth in order to promote gender equality in Australian workplaces. Their website has a range of resources and data on workplace gender equality in Australia. Specific resources are linked below.
This resource from Women’s Health Victoria provides easy access to gender-disaggregated data on a range of key health and socioeconomic issues that affect Victorian women. Interactive maps allow users to visualise, track and compare selected health indicators, across regions and local government areas in Victoria.
An overview from WGEA of why gender equality makes good business and economic sense for organisations and Australia.
This tool from WGEA can help organisations analyse the status of gender equality and pinpoint gender equality gaps. Please note that this resource has been developed to support the Commonwealth Workplace Gender Equality Act 2012, which applies to private sector organisations with 100 or more employees.
This guide from WGEA supports organisations to start or continue the change process towards greater gender equality, evaluate the current status of gender equality, plan future gender equality objectives and actions and track progress over time. Please note that this resource has been developed to support the Commonwealth Workplace Gender Equality Act 2012, which applies to private sector organisations with 100 or more employees.
This resource from WGEA includes a guide to setting gender targets and target-setting calculator, to help organisations determine realistic goals to accelerate progress towards gender equality. Please note that this resource has been developed to support the Commonwealth Workplace Gender Equality Act 2012, which applies to private sector organisations with 100 or more employees.
This resource from VicHealth draws together some effective tools and strategies to prepare for and respond to backlash and resistance to gender equality initiatives.
This messaging guide from VicHealth contains recommendations that will help organisations boost support for gender equality initiatives. It is based on extensive research and provides four evidence-based tips for telling a more persuasive story about gender equality in Australia.
Resources by workplace gender equality indicator
Gender Pay Equity Principles
- Establishing equal pay for work of equal or comparable value: Equal or comparable value refers to work valued as equal in terms of skill, effort, responsibility and working conditions. This includes work of different types.
- Freedom from bias and discrimination: Employment and pay practices are free from the effects of unconscious bias and assumptions based on gender.
- Transparency and accessibility: Employment and pay practices, pay rates and systems are transparent. Information is readily accessible and understandable.
- Relationship between paid and unpaid work: Employment and pay practices recognise and account for different patterns of labour force participation by workers who undertake unpaid and/or caring work.
- Sustainability: Interventions and solutions are collectively developed and agreed, sustainable and enduring.
- Participation and engagement: Workers, unions and employers work collaboratively to achieve mutually agreed outcomes.
This resource from the federal Fair Work Commission provides some information and guidance on ensuring pay equity within your organisation.
An overview from WGEA of the gender pay gap in Australia, what drives it, and why it’s so important to address it.
This guide from WGEA will help you diagnose the status of pay equity in your organisation, set goals, and take practical steps to improve pay equity as part of your gender equality strategy.
This guideline from the Victorian Equal Opportunity and Human Rights Commission provides essential information and recommendations for small, medium and large organisations. It applies to diverse workplace settings and across a range of sectors and industries.
A guide for employers on preventing and responding to work-related gendered violence and work-related sexual harassment. This guide focuses on gendered violence and sexual harassment as an occupational health and safety issue.
The Victorian Public Sector Commission (VPSC) has developed a model policy and guide for the prevention of sexual harassment in the workplace. The model policy and guide will help organisations to ensure that they are working to prevent sexual harassment and support survivors.
This report from the Australian Human Rights Commission outlines the findings and recommendations from a major inquiry into sexual harassment in Australian workplaces. The inquiry aimed to improve how Australian workplaces prevent and respond to sexual harassment.
These VPSC resources are developed with a VPS audience in mind, but include some useful prompts and tools that any organisation can apply to mainstream flexibility.
The report Flexible work, good for business?: Modelling the bottom line impact of flexible work shows that organisations actually save on costs by implementing flexible work practices. Organisations can access a modelling tool to calculate the potential return on investment in their own settings.
This resource from WGEA includes a range of tools and information to help embed a flexible working culture.
This resource from WGEA includes a guide to gender-equitable parental leave and an insights paper into parental leave.
This resource from the Australian Human Rights Commission provides a range of information and tools to help employers support employees who have caring responsibilities.
This guidance will help your organisation identify appropriate content for a family violence leave policy, provide support to managers, and develop a workforce safety plan.
This page can help employers understand how family violence affects the workplace, explains employers' duties and also helps employers respond to family violence.
These ANZSCO coding guides provide a refined list of ANZSCO classifications and codes for:
- roles related to the relevant industry
- roles common to public sector agencies
- management level roles
- information technology occupations
This may support collection of data against the workplace gender segregation indicator.
Applying an intersectional approach
This Our Watch guide aims to provide a brief explanation of intersectionality, guidance on how workplaces can take an intersectional approach in their equality and respect initiatives, and resources for staff and leaders.
These resources, developed by the Multicultural Centre for Women’s Health, have been developed to help defined entities understand the intersectional approach that the Gender Equality Act takes, and how it can strengthen their gender equality planning and action in the years to come.
This toolkit from the Australian Government’s Job Access site includes short video guides and downloadable resources with practical advice on disability and employment - from inclusive policies and recruitment, to workplace changes and managing staff.
When conducting consultation and engaging with the community, it is important to actively include people with disability. This is important for conducting gender impact assessments and for developing a Gender Equality Action Plan. This resource provides guidance to ensure the voices of people with disability are heard.
This toolkit from the VPSC supports public sector workplaces to build their capability to attract, recruit, retain, support and develop Aboriginal staff at all levels. Its aim is to strengthen the cultural capability of managers and staff, as well as the cultural safety of public sector workplaces for Aboriginal employees.
This framework from the Department of Health and Human Services has been developed to help organisations create culturally safe environments, services and workplaces. It is targeted to mainstream Victorian health, human and community services, but its principles can be applied in other sectors.
This resource from the Inner North West Primary Care Partnership presents cultural security templates to guide organisations to improve cultural security for Aboriginal and Torres Strait Islander employees. It is targeted to mainstream health, community and justice organisations, but its principles can be applied in other sectors.
This Victorian Equal Opportunity and Human Rights Commission guideline outlines obligations under the Equal Opportunity Act 2010 regarding discrimination against transgender people in employment. It provides practical guidance for employers on how to be proactive in preventing discrimination against transgender employees.
This Victorian Government guide explains how to use language respectfully and inclusively when working with and referring to lesbian, gay, bisexual, trans and gender diverse, intersex, and queer and questioning people. It's for Victorian public sector employees.
The Australian Human Rights Commission has developed this guide to assist Australian organisations in conducting meaningful and productive conversations about racism.
This report from the Australian Human Rights Commission provides an overview of the representation of cultural diversity in the senior leadership of Australian organisations and aims to provide some guidance to organisations in advocating for cultural diversity.
Reviewed 06 July 2021