As we approach a new year, many businesses are focusing on building stronger teams, improving culture and setting the foundation for sustainable growth.
One area that deserves renewed attention is closing pay gaps within the workplace – not just because it’s a compliance issue, but because it’s essential for attracting and retaining talent.
The latest Workplace Gender Equality Agency (WGEA) data shows Australia is making modest progress. The national gender pay gap fell from 21.8% to 21.1% this year. In practical terms, for every dollar earned by a man, a woman earns 78.9 cents, equating to a yearly difference of $28,356. Employers are making positive shifts toward fairness, but there is still significant work to be done.
As you plan for the year ahead, here are practical strategies your business can use to minimise pay gaps and strengthen equality across your organisation.
Understand What the Pay Gap Really Represents
The gender pay gap is not about men and women being paid differently for the same role – that is unlawful. Instead, it reflects the average difference in earnings between men and women across all roles, seniority levels and industries.
2025’s WGEA scorecard shows:
• Half of employers have a gender pay gap above 11.2%
• Only 22.5% fall within the target range of –5% to +5%
• 70% of employers have a gap favouring men
Understanding these figures helps position your business to take meaningful action rather than simply treating the issue as a compliance requirement.
Review Pay Structures Transparently
Pay transparency laws now require employers with at least 100 staff to publish their gender pay gap. Even if your business is smaller, adopting a transparent pay framework can reduce the risk of inequities.
The WGEA recommends undertaking a thorough gender pay gap analysis, reviewing performance-based pay structures and evaluating access to overtime and bonuses. This ensures remuneration systems remain fair, consistent and accessible to all employees.
Strengthen Pathways to Leadership
There has been an increase in the representation of women in leadership roles and on boards. However, the pay gap at the CEO level has widened to 26.2%. After bonuses and additional payments are included, male CEOs are paid an average of $185,335 more per year.
Businesses can take action by:
• Reviewing and strengthening succession pathways
• Removing bias from promotion criteria
• Offering leadership development equally
• Supporting flexible work options that make senior roles more accessible
A more balanced leadership pipeline helps reduce structural pay disparities over time.
Encourage Shared Caring Responsibilities
Caring responsibilities remain one of the most significant contributors to pay gaps. In 2025, men accounted for 20% of all parental leave, showing a gradual shift toward shared caregiving.
Businesses can support this by:
• Normalising parental leave for all genders
• Offering flexible return-to-work options
• Ensuring policies are easy to access and widely communicated
When caring responsibilities are more evenly shared, women benefit from greater participation and progression at work.
Build a Safe, Inclusive Culture
Almost all workplaces now have policies addressing sexual harassment – an essential foundation for supporting the safety and participation of women.
However, meaningful change requires more than documented policies. A respectful, inclusive culture helps reduce turnover, builds trust and supports long-term pay equity.
To help grow your business speak with our accountants and advisors at Leenane Templeton.
Disclaimer
The information contained in this publication is for general information purposes only, professional advice should be obtained before acting on any information contained herein. Neither the publishers nor the distributors can accept any responsibility for loss occasioned to any person as a result of action taken or refrained from in consequence of the contents of this publication.