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Does your organisation pay employees fairly and equitably - not biased towards one gender? 

56% of employers improved their gender pay gap in the last 12 months but just 1 in 5 (21%) Australian employers have an average gap in the target range (-5% to +5%), according to new results released this week by the Workplace Gender Equality Agency (WGEA).

The news comes ahead of International Women's Day 2025 on March 8. This year’s official United Nations theme is “For ALL women and girls: Rights. Equality. Empowerment.” 

So, in the lead-up to IWD 2025 and Growth Faculty’s [live virtual interview on March 12 with Mita Mallick](https://thegrowthfaculty.com/events/ReimagineInclusion-MitaMallick/overview?sid=a0KRG00000BwCNR2A3), author of _"Reimagine Inclusion"_ let’s look at aspects of gender equity in Australian workplaces.

(You may also like our article: [Growth Faculty’s line-up of women thought leaders in 2025](https://preprod.thegrowthfaculty.com/articles/a-snapshot-of-women-s-workplace-equity-in-2025/preview?pkey=ZPnPxPKlGEFU3o3abfRnz6lHArxhU3j4))

Next Week is IWD 2025

Let's start with the numbers released this week. The WGEA's 2023-2024 total remuneration gender pay gap sits at 21.8% – meaning for every dollar a man earns, women take home just 78 cents. This translates to a $28,425 annual difference.

However, there are glimmers of hope. With more transparency, the pay gap has been gradually declining, and for the first time, the report includes CEO and management-level remuneration, providing a more comprehensive picture.

Interestingly, the gap varies significantly across industries:

*   Women-dominated industries show a modest 5.5% pay gap
*   Gender-balanced industries sit at 13.2%
*   Male-dominated industries struggle with a 16.1% gap

The Pay Gap Persists, But Is There Hope?

WGEA CEO Mary Wooldridge said in this week’s press release, “For employers that haven’t made progress, it’s time to ask why – dig into the data to find out what’s causing any gender differences and use evidence-based solutions to address them.

“It’s promising to see the big increase in the number of employers working to understand what is driving their gender pay gap, beyond unequal pay,” Ms Wooldridge said.

It’s Time to Ask Why

One reason is the lack of women in executive leadership roles.

The Chief Executive Women (CEW) 2024 Senior Executive Census paints a sobering picture of leadership representation. The number of female CEOs in the ASX300 decreased from 26 to 25 – a step backward in a journey that should be moving forward. This means 9 out of 10 (91%) of CEO positions are still held by men.

CEW also points out that CEO **pipeline** progress is unlikely: 82 per cent of CEO pipeline roles are filled by men, and an increasing number of companies have no women leaders in these pipeline roles.

According to CEW president Susan Lloyd-Hurwitz it’s a story of regression, not progression.

 "When it comes to leadership in corporate Australia, we are leaving some of our best talent on the bench,” she says.

(See Growth Faculty's [Emerging Leaders Program](https://thegrowthfaculty.com/events/emerging-leaders-program/overview?sid=a0KRG00000E4mHJ2AZ) starting soon)

Leadership: A Stalling Trajectory

With an onus on companies to report gender pay gaps and diversity in representation, some headway is being made:

*   27% of ASX300 companies now have gender-balanced Executive Leadership Teams
*   Companies with gender balance targets are 3.6 times more likely to achieve diverse leadership
*   Workplace flexibility is increasingly recognised as crucial for retaining talent, and research suggests that by halving the gap between male and female workforce participation, Australia could add $60 billion to its annual GDP over the next 20 years.

The Bright Spots

Progress must be made to end the gender pay gap. This means:

*   Setting meaningful gender targets
*   Creating inclusive workplace cultures
*   Expanding pathways to leadership
*   Challenging traditional notions of what leadership looks like

Looking Forward

Mark International Women’s Day 2025 by bringing all your team as well as your clients and colleagues to a free 45-minute online session with Mita Mallick, author of "Reimagine Inclusion." Mallick's work as an experienced Diversity, Equity, and Inclusion leader, speaker, and author offers valuable insights into creating truly inclusive workplaces. 

The journey to workplace equity continues. We're making progress, but there's still significant work ahead.

Don't Miss: Reimagine Inclusion with Mita Mallick

Want to keep up with the latest ideas and thinking from the brightest minds in the world?

Download our blockbuster [2025 Program](https://ideas.growthfaculty.com/l/1071223/2024-06-12/5q9w34)! Growth Faculty’s live virtual learning sessions feature some of the world's most influential thought leaders in business and leadership, many of them focusing on AI, change leadership, and adaptable leadership.

Events are added regularly, so keep up to date by signing up for [our newsletter](https://ideas.growthfaculty.com/l/1071223/2024-07-24/5qfgl1) and see what’s on offer for [Growth Faculty members](https://join.thegrowthfaculty.com/#plans).

Growth Faculty also offers a great value [Enterprise plan](https://thegrowthfaculty.com/#plans) for larger companies to develop leadership skills in teams of 20 or more employees.

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A Snapshot of Women's Workplace Equity in 2025

International Women’s Day event – 12 March – Free and online

Keep informed
Stay Inspired

A Snapshot of Women's Workplace Equity in 2025

International Women’s Day event – 12 March – Free and online

Keep informedStay Inspired

Keep informed
Stay Inspired