The performance measures listed below use data from either the workforce or employee experience parts of your workplace gender audit.
Duty holders are strongly encouraged to use these measures:
- As the minimum data to include in your gender equality action plan
- As the measures you use to evaluate the success of your gender equality action plan strategies
- To demonstrate progress (or lack of progress) against the workplace gender equality indicators in your progress report
The data analysis guide [insert link to holding webpage for this guide] provides further guidance about how these measures are calculated and what they are telling you.
For definitions of the terms used in any of these measures (for example ‘annualised full-time equivalent (FTE)’) refer to part 4 of the Commission’s 2025 Audit guidance(opens in a new window).
Critical measures
Indicator 1 – Gender composition at all levels of the workforce
| Measure | Description |
| Measure 1.1 Gender composition of the duty holder organisation | This measure uses workforce data. Gender composition of all employees within organisation (% women; % men; % people of self-described gender; sum to 100%). |
| Measure 1.2 Gender composition of part time workers in the duty holder organisation | This measure uses workforce data. Proportion of employees of each gender employed on a part time basis (% women employed part time, % men employed part time, % people of self-described gender employed part time). |
| Measure 1.3 Gender composition of senior leaders in the duty holder organisation | This measure uses workforce data. Gender composition of senior leaders within organisation (% senior leaders who are women; % senior leaders who are men; % senior leaders who self-describe their gender). |
Indicator 2 – Gender composition of governing bodies
| Measure | Description |
| Measure 2.1 Gender composition of the duty holder organisation’s governing body | This measure uses workforce data. Gender composition of the governing body (% women; % men; % people of self-described gender; sum to 100%). |
Indicator 3 – Equal remuneration for work of equal or comparable value across all levels of the workforce, irrespective of gender
| Measure | Description |
| Measure 3.1 Mean total remuneration gender pay gap by occupation group | This measure uses workforce data. Disaggregate all employees within the organisation into 8 occupation groups (ANZSCO Occupation 1-digit code). Compute mean percentage difference in earnings between women and men, and people of self-described gender and men (%) using annualised full-time equivalent (FTE) total remuneration, within each occupation group and for all occupation groups). |
| Measure 3.2 Mean total remuneration senior leader gender pay gap | This measure uses workforce data. Compute mean percentage difference in earnings between women and men, and people of self-described gender and men (%), using annualised full-time equivalent (FTE) total remuneration, for those employees classified as senior leaders. |
Indicator 4 – Sexual harassment in the workplace
| Measure | Description |
| Measure 4.1 Anonymous experience rate of sexual harassment | This measure uses employee experience data. Percentage of employee experience survey respondents that said they experienced sexual harassment, disaggregated by gender (% of women; % of men; % of people of self-described gender, if available). |
| Measure 4.2 Number of formal reports of sexual harassment | This measure uses workforce data. Number (#) of formal complaints, disaggregated by gender of complainant (# where complainants are women; # where complainants are men; # where complainants are people of self-described gender; # where complainants are either mixed genders or prefer not to say). |
Indicator 5 – Recruitment and promotion practices in the workplace
| Measure | Description |
| Measure 5.1 Gender composition of recruited employees | This measure uses workforce data. % of total recruits, by gender (% women; % men; % people of self-described gender; sum to 100%). |
| Measure 5.2 Gender composition of employees who were promoted | This measure uses workforce data. % of total promotions, by gender (% women; % men; % people of self-described gender; sum to 100%). |
| Measure 5.3 Perceptions of recruitment, by gender | This measure uses employee experience data. % of respondents that agreed with the statement “I believe the recruitment processes in my organisation are fair”, disaggregated by gender. |
| Measure 5.4 Perceptions of promotion, by gender | This measure uses employee experience data. % of respondents that agreed with the statement “I believe the promotion processes in my organisation are fair”, disaggregated by gender. |
Indicator 6 – 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
| Measure | Description |
| Measure 6.1 Average weeks of parental leave, by gender | This measure uses workforce data. Average weeks (#) of parental leave (paid and unpaid), disaggregated by gender (# women; # men; # people of self-described gender). |
| Measure 6.2 Uptake of flexible work, by gender | This measure uses workforce data. Proportion of employees of each gender with a formal flexible work arrangement (% women with a formal flexible work arrangement, % men with a formal flexible work arrangement, % people of self-described gender with a formal flexible work arrangement). |
| Measure 6.3 Perceptions of flexible work culture, by gender | This measure uses employee experience data. Use this measure if available. Depending on the number of respondents, this data may be suppressed for privacy reasons. If this is the case, your organisation will not receive this data. % of respondents that agreed with the statement “I am confident that if I requested a flexible work arrangement, it would be given due consideration”, disaggregated by gender. |
Indicator 7 – Gendered segregation within the workplace
| Measure | Description |
| Measure 7.1 Occupational gender segregation | This measure uses workforce data. Occupational gender segregation at 1-digit ANZCO code level (% women; % men; % people of self-described gender within each occupation; sum to 100% within each occupation). |
Note: Use data for people of self-described gender where available. Not every duty holder organisation will have this data.
Supplementary Measures
Indicator 1 – Gender composition at all levels of the workforce
There are no supplementary measures for indicator 1.
Indicator 2 – Gender composition of governing bodies
There are no supplementary measures for indicator 2.
Indicator 3 – Equal remuneration for work of equal or comparable value across all levels of the workforce, irrespective of gender
| Measure | Description |
| Measure 3.3 Mean base salary pay gap | This measure uses workforce data. Mean base salary gender pay gap between women and men, and people of self-described gender and men, using annualised full-time equivalent (FTE) base salary. |
| Measure 3.4 Median total remuneration pay gap | This measure uses workforce data. Median total remuneration gender pay gap between women and men, and people of self-described gender and men, using annualised full-time equivalent (FTE) total remuneration. |
| Measure 3.5 Median base salary pay gap | This measure uses workforce data. Median base salary gender pay gap between women and men, and people of self-described gender and men, using annualised full-time equivalent (FTE) base salary. |
Indicator 4 –Sexual harassment in the workplace
| Measure | Description |
| Measure 4.3 Participants who said they reported sexual harassment | This measure uses employee experience data. Use this measure if available. Depending on the number of respondents, this data may be suppressed for privacy reasons. If this is the case, your organisation will not receive this data. Of respondents who experienced sexual harassment, break down by gender if possible and provide the proportion that said they reported the experienced sexual harassment (% of respondents of each gender). |
| Measure 4.4 Reasons for not making a formal sexual harassment complaint | This measure uses employee experience data. Use this measure if available. Depending on the number of respondents, this data may be suppressed for privacy reasons. If this is the case, your organisation will not receive this data. Of respondents who experienced sexual harassment and did not submit a formal complaint, break down by gender if possible and provide the proportion that selected each reason (% of respondents of each gender that selected each; respondents can select multiple, so may not sum to 100): Reasons indicating a lack of trust and confidence in reporting process and/or outcomes
Reasons indicating inadequate information and appropriate guidance
Other circumstances
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| Measure 4.5 Satisfaction with handling of workplace sexual harassment complaint | This measure uses employee experience data. Use this measure if available. Depending on the number of respondents, this data may be suppressed for privacy reasons. If this is the case, your organisation will not receive this data. Of respondents who experienced sexual harassment and said they submitted a formal complaint, break down by gender if possible and provide the proportion that were satisfied with the handling of their complaint (% of respondents of each gender). |
| Measure 4.6 Satisfaction with handling of formal workplace sexual harassment complaint | This measure uses workforce data. % of complainants that were satisfied with the outcome of their complaint, disaggregated by gender. Satisfied being recorded as ‘Satisfied’ or ‘Verify satisfied’ for the complaint. Where fewer than 10 complainants for any gender are present:
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Indicator 5 – Recruitment and promotion practices in the workplace
There are no supplementary measures for indicator 5.
Indicator 6 – 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
| Measure | Description |
| Measure 6.4 Gender composition of parental leave takers | This measure uses workforce data. Gender composition of parental leave takers (% women; % men; % people of self-described gender; sum to 100%) |
| Measure 6.5 Gender gap in carer’s leave | This measure uses workforce data. Proportion of employees of each gender who took carer’s leave (% women, % men, % people of self-described gender). |
Indicator 7 – Gendered segregation within the workplace
There are no supplementary measures for indicator 7.
Note: Use data for people of self-described gender where available. Not every duty holder organisation will have this data.
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