Preparing for Gender Equality Targets: What Large Employers Need to Know.
From 2026, all Australian employers with 500 or more employees will be legally required to set and work towards three gender equality targets. This forms part of the most significant reforms to the Workplace Gender Equality Act 2012 in over a decade and marks a shift from reporting to meaningful, measurable action.
Under the updated requirements, each organisation must select its targets during the 2025–26 reporting cycle. These targets must be drawn from a list approved by the Workplace Gender Equality Agency (WGEA) and must include at least one numerical goal. Employers will then have three years to demonstrate genuine progress.
“Targets alone don’t create change, but when backed by data, action, and accountability, they can reshape workplace culture for the better.”
What Are the New Gender Equality Targets?
The targets focus on measurable change and are designed to drive structural improvement in gender equality. Options include:
Reducing gender pay gaps
Improving gender balance in leadership
Expanding access to flexible work arrangements
Strengthening anti-harassment and discrimination measures
Once selected, targets cannot be changed or abandoned, highlighting the need for careful planning, data analysis, and strategic alignment.
Reporting Deadlines to Note
Private sector employers will report between April and May 2026
Public sector employers will report between September and October 2026
These timeframes mean the next 12 months are critical for preparation. Organisations must take deliberate steps to understand their current position, identify meaningful targets, and implement initiatives that will deliver measurable results.
What Happens If Employers Do Not Make Progress?
WGEA will publicly name employers that do not demonstrate progress against their targets. In addition, failure to meet these obligations may result in loss of eligibility for government contracts and other reputational impacts.
How The BelRose Group Can Help
At The BelRose Group, we are already working with clients across Australia to prepare for these upcoming changes. Our support includes:
Conducting detailed gender pay gap and workforce analysis
Reviewing existing workplace policies and practices
Advising on target selection aligned with strategic goals
Developing practical and sustainable implementation plans
We believe that gender equality targets are not just a compliance requirement—they are a valuable tool for driving cultural change and building fairer, more inclusive workplaces.
Plan Now, Succeed Later
This reform is about moving from passive awareness to deliberate action. The organisations that succeed will be those that begin early, plan thoroughly, and implement changes with purpose.
If you’re seeking tailored advice or hands-on support to meet WGEA’s gender equality target requirements, we’re here to help.
Contact The BelRose Group today to discuss how we can support your organisation’s journey towards greater gender equality.