This section supports you to report on your progress against the workplace gender equality indicators(opens in a new window) (indicators) in the Act.
This allows the Commissioner to assess your compliance with the requirement to make ‘reasonable and material progress’ on the indicators.
It will also help you to determine if the strategies in your GEAP have translated into measurable change. This information will assist you to further develop and tailor your GEAP strategies.
Completing your workplace gender audit and analysing the data (required)
Before completing the indicators section of the template, you must undertake a workplace gender audit (audit).
You must collate and analyse your audit data to demonstrate your progress in relation to the indicators.
Do this by collecting and submitting updated audit data to the Commissioner and comparing this with your last audit.
See the 2025 Workplace gender audit(opens in a new window) guidance for further guidance on:
- collecting the required and recommended information
- submitting your audit.
You will then need to analyse your progress audit data(opens in a new window) and compare the results of your 2025 audit data with your 2023 audit data.
You can also discuss the results of your 2021 audit data (optional) in 2.1 and 2.2.
2.1 Describing progress against the workplace gender equality indicators (required and recommended)
Summary
- Refer to your progress data, ideally using the recommended performance measures for each indicator as a minimum (see details below).
- Include comparative quantitative data from your 2023 and 2025 audits for each indicator (option to include 2021 data).
- Include at least one data point per indicator.
The workplace gender equality indicators (indicators) are:
- Gender composition of all levels of the workforce
- Gender composition of the governing body
- Equal remuneration for work of equal or comparable value across all levels of the workforce, irrespective of gender
- Sexual harassment in the workplace
- Recruitment and promotion practices in the workplace
- Availability and utilisation of terms, conditions and practices relating to: family violence leave, flexible working arrangements, and working arrangements supporting employees with family or caring responsibilities
- Gendered segregation within the workplace
You can read more about the workplace gender equality indicators on the Commissioner’s website.
Instructions for completing the template
| Column | Description |
|---|---|
| (K) Indicator | This is prefilled in the template. It refers to the workplace gender equality indicators(opens in a new window). Do not change this column. |
| (L) Progress data (required) | Refer to your progress data, ideally using the performance measures as a minimum. Include comparative data from your 2023 and 2025 audits (required). Include at least one data point per indicator (required). You must include comparative data from your 2023 and 2025 audits to demonstrate your progress against the indicators. You can also compare your 2023 and 2025 audit data with your 2021 audit data if you wish. Using the performance measures (expected) Your workplace gender audit includes data for each indicator. The Commissioner has identified measures that represent the minimum information she will use to assess your progress report for compliance. These measures include both workforce data and employee experience data from your audit. You are strongly encouraged to include data against the performance measures for each indicator. If you do not provide data against the performance measures, the Commissioner will determine if the alternative data you provide is appropriate and adequate. Refer to the data analysis guide(opens in a new window) for further guidance. Your organisation may not have data against all the performance measures from 2023 and 2025. This will not impact your compliance. If you do not currently collect data against one or more of the performance measures, consider a GEAP strategy to collect this data in future. See list of the performance measures, below, for the minimum data that the Commissioner expects to see against each indicator. Using alternative measures (not recommended) If you choose to provide different progress data in column L instead of progress data using the performance measures, you must still include comparative quantitative data from your 2023 and 2025 audits to demonstrate compliance. You must compare the same data points from your 2023 audit and your 2025 audit. This will help you determine if progress has (or has not) been made, which you will need to discuss in column O. Advice for demonstrating compliance You must include sufficient data from your 2023 and 2025 audits to demonstrate progress against each indicator. This means including both:
If you do not include sufficient audit data, you may not be able to demonstrate progress (or lack of progress) during the relevant period. This could result in an outcome of ‘compliance not demonstrated’ for this requirement. |
| (M) Additional progress data (recommended) | Include progress data in addition to the performance measures. This may include:
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| (N) Has progress been made? (required) | Select yes or no from the drop-down to indicate whether you believe your organisation has made numerical progress against each indicator. If you have not made numerical progress, you may still be able to achieve compliance if you provide further information in 2.2. This includes information about the factors that limited your progress, or the strategies implemented to drive progress in future. The Commissioner will take this information into account and consider whether it is reasonable when assessing compliance. Stable progress If your quantitative data on an indicator has remained stable between your 2023 and 2025 audit:
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| (O) Explain how the data does (or does not) demonstrate progress (required) | Explain why changes in your data provided in the progress data column(O) do or do not represent progress against each indicator. Refer to the quantitative changes in the data you provided from your 2023 and 2025 audit. You can also refer to data from your 2021 audit if you wish. Stable progress Your quantitative data on an indicator may have remained stable between your 2023 and 2025 audit. If this is the case, consider:
Further guidance on how to interpret stable data can be found under ‘How to interpret stable data’. No quantitative progress If you have not made numerical progress for reasonable reasons, this will be taken into account when your progress report is being assessed for compliance. You may still achieve compliance if you have not made numerical progress. You can identify and discuss these reasons in 2.2 Describing factors contributing to or inhibiting progress. You can also identify and discuss your GEAP strategies that contributed to the progress (or lack of progress) against each indicator.
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How to interpret stable data (further guidance)
This section relates to 2.1 and 2.2 of the progress reporting template.
If your data has remained stable between your 2023 and 2025 audits, this could mean that:
- You had achieved gender equality on this indicator in 2023
- There is still work to do, and you are not making numerical progress. This does not mean that you cannot achieve compliance on this indicator.
The example scenarios below explain these two situations for indicator 1: gender composition of all levels of the workforce.
Example scenarios
| Scenario | Action |
|---|---|
Gender equality not achieved. Your data on this indicator has remained stable between your 2023 and 2025 audit. However, the gender composition throughout your organisation is heavily skewed towards one gender or another. | In 2.1:
In 2.2, you can provide further context about:
If the Commissioner is satisfied with the information you provide in 2.2, you will be marked compliant on this indicator. |
Gender equality achieved. Your data on this indicator has remained stable between your 2023 and 2025 audit. The gender composition throughout your organisation is mostly balanced. | In 2.1:
In 2.2, you can provide further context about:
|
List of performance measures
You are strongly encouraged to provide progress data against the following performance measures for each indicator.
The performance measures set the minimum expectations for the data you should consider against each indicator to assess your progress. They have been chosen because:
- They are the minimum data points to understand gender inequality in your organisation. They help you understand where to start.
- They help you navigate all the different data that you collect by focusing on the most important data.
- They are simple and straightforward data points that are easy to talk about with your stakeholders.
- You already collect data against the measures as part of your audit. Therefore, there is no extra work to provide this data.
Using the performance measures in your GEAP and your progress report will support you and your stakeholders to see connections between these obligations. It will also help you to drive and assess progress.
You do not have to use the performance measures to select data to include in your GEAP. You can choose to include different data from your audit. However, the measures are practical and represent benchmark data. You can select your own data in addition to providing data against the performance measures if you are more progressed in your gender equality journey.
There are two types of measures:
- Critical measures are minimum measures. These are considered the minimum data to understand gender inequality in your organisation. While you may achieve compliance without providing data against them, the Commissioner wants you to use these measures.
- Supplementary measures are recommended for duty holders with capacity for further analysis. Providing data against the supplementary measures will help you (and the Commissioner) to better understand gender inequality issues in your organisation.
To view the performance measures in full, visit Performance Measures (opens in a new window)
2.2 Describing factors limiting and contributing to progress (required)
Summary
- Select any factors listed in section 16(2) of the Act that may have affected your progress in relation to the indicators (required).
- Discuss those factors (required).
- Select and discuss for each indicator.
- Select more than one, if applicable.
- Select ‘none’ if none apply.
- List relevant strategies against each indicator.
Instructions for completing the template
| Column | Description |
|---|---|
| (P) Indicator (pre-filled) | This is prefilled in the template. It refers to the workplace gender equality indicators(opens in a new window). Do not change this column(P). |
| (Q) Did any of the factors listed below limit or contribute to your progress? (required) | Select any of the factors (a to g) that may have affected your organisation’s ability to make progress against each indicator. Select g if your organisation has made genuine attempts at progress. Select more than one factor, if applicable. Select ‘none’ if none apply. The factors are:
The Commissioner will take these factors into account when determining whether you have made reasonable and material progress against the indicators. |
| (R) Explain how any factor(s) limited or contributed to your progress (required) | Explain how the factor(s) that you identified show that you have made reasonable or material progress against each indicator. Even if you did not make quantitative progress, the factors might show that this is reasonable. If you selected multiple factors, make sure you refer to all of them in your explanation. If you selected ‘none’ to factors impacting your progress (or lack of progress), write N/A in this column (R).
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| (S) List the strategies implemented that contributed to or aligned with the indicator (required) | List the GEAP strategies that supported, or were designed to support, progress against each indicator. Completing this section forms part of your organisation’s required reporting on the implementation of your GEAP strategies and measures(opens in a new window). You must list the relevant strategies against each indicator, whether or not you have made progress on that indicator. |
Footnotes:
1. Except for Indicator 2: Gender composition of the governing body. You may use a single data point for this indicator (tell us what proportion of your governing body were women, men or people of self-described gender in your 2023 and 2025 audits).
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