WORKPLACE GENDER EQUALITY AGENCY — MODELLING FRAMEWORK

Funding reduced by 50% • Impact maintained through redesign, automation, and partnerships Aligned with Australians Unified – Employment, Skills, Workplace Relations & Fair Work Portfolio

 

OUR ROLE

The Workplace Gender Equality Agency (WGEA):

  • Drives national progress on workplace gender equality

  • Collects, analyses, and publishes employer gender equality data

  • Supports employers to improve gender equality outcomes

  • Strengthens transparency through public reporting

  • Provides national insights to government, industry, and the community

  • Leads evidence‑based policy and reform

Even with reduced funding, WGEA remains the national engine for gender equality data, transparency, and employer accountability.

 

OUR STRENGTHS

Policy & Data Strengths

  • Trusted national gender equality data authority

  • Strong employer reporting framework

  • Deep analytical capability

  • Established relationships with employers, unions, and industry

  • High public trust and visibility

Sovereign Strengths

  • Essential to national productivity and workforce participation

  • Supports economic equality and long‑term workforce resilience

  • Strengthens Australia’s global reputation for fairness

OUR WEAKNESSES

(Adjusted to reflect reduced funding)

Structural Weaknesses

  • Limited enforcement powers

  • Reliance on employer self‑reporting

  • Fragmented gender equality initiatives across jurisdictions

Operational Weaknesses (Post‑Reduction)

  • Reduced internal staffing capacity

  • Less ability to run large‑scale education programs

  • Increased reliance on automation and partnerships

  • Reduced in‑house research capability

OUR THREATS

External Threats

  • Rising workplace inequality in some sectors

  • Economic pressures reducing employer investment in equality

  • Public misinformation about gender equality data

Internal Threats

  • Reduced funding impacting service delivery

  • Loss of specialist expertise

  • Increased demand for gender equality insights

OUR OPPORTUNITIES

(This is where the “impact maintained despite funding cut” strategy lives.)

Strategic Opportunities

  • Automate employer reporting and data processing

  • Shift to a partnership‑delivery model with universities and NGOs

  • Expand open‑data tools to reduce internal workload

  • Use AI‑enabled analytics to replace manual reporting

  • Focus on high‑impact, low‑cost national transparency initiatives

Operational Opportunities

  • Reduce duplication across government gender equality programs

  • Streamline reporting requirements

  • Outsource non‑core functions

  • Build employer self‑service digital tools

STRATEGIC ROADMAP — WGEA (50% FUNDING MODEL)

PHASE 1 — FOUNDATION (Years 1–2)

Stabilise & Streamline

  • Reduce internal footprint

  • Automate data collection and validation

  • Consolidate reporting systems

  • Prioritise high‑impact transparency initiatives

  • Establish partnerships with universities and research institutes

Outcome: Same national transparency, lower internal cost.

 

PHASE 2 — ACCELERATION (Years 2–4)

Modernise & Digitise

  • AI‑enabled analytics platform

  • Employer self‑service dashboards

  • Automated compliance alerts

  • National gender equality open‑data portal

  • Reduced manual reporting workload

Outcome: Maintained national impact with half the staff.

 

PHASE 3 — EXPANSION (Years 4–6)

Grow Capability Through Partnerships

  • National research partnerships

  • Industry‑led gender equality initiatives

  • Co‑funded education and training programs

  • Shared data with states and territories

Outcome: Expanded reach without expanded cost.

 

PHASE 4 — FUTURE‑READY (Years 6–10)

A Lean, High‑Impact National Gender Equality System

  • Fully automated reporting

  • Integrated national gender equality ecosystem

  • Continuous policy innovation

  • Employer‑driven improvement frameworks

Outcome: A modern, resilient, low‑cost gender equality agency.

 

COSTING MODEL — FUNDING CUT BY HALF

(Based on your FWC/FWO/SWA/JSA costing structure)

BASELINE FUNDING (CURRENT)

Approx. $0.12B per year

NEW BASELINE (50% REDUCTION)

$0.06B per year

 

UPLIFT REQUIRED TO MAINTAIN IMPACT

(Even with reduced funding, small targeted investments are needed.)

PHASE 1 (Years 1–2)

$0.08B – $0.12B Automation, system consolidation, partnerships.

PHASE 2 (Years 2–4)

$0.12B – $0.18B AI analytics, employer dashboards, open‑data portal.

PHASE 3 (Years 4–6)

$0.10B – $0.14B Partnership expansion, co‑funded programs.

PHASE 4 (Years 6–10)

$0.20B – $0.28B Full automation, national integration.

 

TOTAL INVESTMENT SUMMARY

6‑Year Total

$1.02B – $1.32B

10‑Year Total

$1.82B – $2.18B

(This is lower than other agencies because WGEA becomes a lean, data‑driven, partnership‑based organisation.)

 

OUTCOME TILE

THE FUTURE‑READY WORKPLACE GENDER EQUALITY AGENCY

✔ Same national impact ✔ Half the cost ✔ Automated, modern, data‑driven ✔ Stronger transparency ✔ Stronger employer accountability ✔ A lean, high‑impact national gender equality system

 

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