- Report year:2025
- Organisation: Champions of Change Coalition
The Closing gender pay gaps: Guide for leadership, transparency and employer action resource includes practical frameworks and templates to support well-informed conversations between organisations and stakeholders regarding employer gender pay gaps. It can help organisations focus the discussion on the key drivers of gender pay gaps and the importance of collaboration at an organisation, industry and national level.
Champions of Change Coalition supports public and granular reporting on gender pay gaps to drive organisational, sectoral and national awareness and action to advance gender equality and women’s economic security.
In line with our long-term commitment to leadership and transparency on our progress as a Coalition, eligible Members share their gender pay gap data in our annual Impact Report.
Gender pay gaps represent the overall difference in earnings between men and women across the entire workforce. They are not suggesting men and women are paid differently for the same job, which has been a legal requirement in Australia since 1969.
Applying different ‘lenses’ to the review of employer gender pay gaps, such as by considering the average and median gaps and gender composition by pay quartile, makes clear the drivers of gender pay gap and actions required to close them.
It can also help organisations think through what they might like to include in their Employer Statement to support annual gender pay gap reporting by WGEA.
Champions of Change Coalition supports public and granular reporting on gender pay gaps to drive organisational, sectoral and national awareness and action to advance gender equality and women’s economic security.
In line with our long-term commitment to leadership and transparency on our progress as a Coalition, eligible Members share their gender pay gap data in our annual Impact Report.
Gender pay gaps represent the overall difference in earnings between men and women across the entire workforce. They are not suggesting men and women are paid differently for the same job, which has been a legal requirement in Australia since 1969.
Applying different ‘lenses’ to the review of employer gender pay gaps, such as by considering the average and median gaps and gender composition by pay quartile, makes clear the drivers of gender pay gap and actions required to close them.
It can also help organisations think through what they might like to include in their Employer Statement to support annual gender pay gap reporting by WGEA.