By Lindsay MP Melisaa McIntosh, Shadow Minister for Women
THE latest WGEA Employer Gender Pay Gaps Report 2024–25 highlights that while some progress has been made, meaningful change on gender equality remains too slow.
The report reveals a 1.1 per cent increase in employers reaching the target gender pay gap range compared to last year, alongside modest gains in women’s representation in management.
The latest data shows the narrowing of the gender pay gap is continuing at around the same rate as when the Coalition was in Government.
The data shows an incremental improvement, but for many Australian women, the reality on the ground has not changed with the findings pointing to persistent barriers in workforce participation, career progression and workplace flexibility.
Too many women are still stepping back from leadership roles, reducing hours or leaving the workforce altogether due to caring responsibilities and inflexible work structures,” said Mrs McIntosh.
Broader reform is needed to better support modern working families. We need a system that reflects the realities of today’s workforce.
That means ensuring childcare is accessible, affordable and flexible and creating genuine pathways for part time and flexible leadership roles, so women are not forced to choose between career progression and caring responsibilities.
According to the new data, just 7 per cent of managers work part-time, reinforcing outdated expectations that leadership requires constant availability.
We also know women are leaving management roles at higher rates, which should concern every employer.
Addressing gender pay is not just a social issue, but an economic one. A recent research report by Lenora Risse, Associate Professor in Economics at the University of Canberra, shows the combined value of all unpaid work in Australia is estimated at $688.3 billion per year, roughly one-third of the nation’s GDP.
If we are serious about productivity and participation, we must remove the barriers preventing women from fully contributing to the workforce. Because when women are supported to participate and progress, our entire economy benefits.
Women now make up 43 per cent of managers, an increase of one percentage point year-on-year. But they are also resigning at disproportionate rates. We also saw no movement on the number of female CEOs in the past year.
