WGEA has released detailed guidance on its new requirement for large employers to set specific gender equality targets. Use this guide to understand the types of targets available and how to choose the right goals for your organisation.

In March this year, the Workplace Gender Equality Agency (WGEA) announced that large employers will soon be required to select and work towards formal gender equality targets.

Commencing in 2026, the new requirements apply to organisations with 500 or more employees and are designed to support more consistent, measurable progress on issues like gender pay gaps, leadership representation and sexual harassment.

Over a three-year period, organisations will need to show they are making meaningful progress on their chosen targets. Those that don’t may be publicly named and risk losing eligibility for certain government contracts.

According to WGEA CEO Mary Wooldridge, the introduction of target-setting requirements aims to turn awareness into meaningful action.

“Employers indicate that even when they are aware they have a significant gender pay gap, many haven’t taken action to reduce it,” she said in a statement.

“Targets are specific, time-bound and measurable objectives that set a benchmark for employers to work towards. The evidence available shows they are effective in driving real change.”

In April, WGEA released detailed guidelines on how the process will work, including a ‘target menu’ for employers to choose from.

The next 12 months represent a valuable window for HR and leaders to evaluate workplace structures and set a clear course of action. While many employers already have gender equality goals and strategies in place, these will still need to be aligned with WGEA’s target list when the new rules take effect.

The infographic below offers guidance on the types of targets available, how the process will work and the steps organisations can take now to prepare.

HR’s guide to new target-setting requirements

Need a printable version? Download a copy of this infographic here.

Other useful resources

• Use WGEA’s Action Planning Tool to identify actions you can take to improve gender equality in your workplace.
• Use WGEA’s Gender Pay Gap Analysis Guide to help you plan and execute a pay and composition analysis.
• Read HRM’s article on creating safer and fairer workplaces for women.
• Read HRM’s article on HR strategies to help businesses narrow the gender pay gap.
• Read HRM’s article on maintaining DEI momentum in the current geopolitical landscape.

All information, content and materials available on this site are for general informational purposes only. The contents of this article do not constitute legal advice and should not be relied upon as such.

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