The Workplace Gender Equality Agency has introduced significant changes to the Employer of Choice for Gender Equality (EOCGE) program, effective from 2025.
The citation encourages, recognises, and promotes employers’ active achievement of, and commitment to, gender equality in Australian workplaces. There are now two citation levels with three pillars of assessment relating to continuous improvement metrics, employee experience metrics and policy and education inputs.
We’ll be working with our clients to navigate these changes and achieve their gender equality goals in 2025, designing appropriate solutions for business context and diversity maturity.
If you’re aiming for one of the new citation levels, our team offers support with:
- Strategic guidance on meeting the new requirements
- Action plan development to address areas of improvement, particularly to reduce gender pay gaps
- Diversity and inclusion surveys that incorporate required questions
- Inclusive leadership and Inclusive Board Workshops to support top level leadership in fostering gender equality.
Here’s a breakdown of the key changes.
Two Citation Levels
The EOCGE program now features two citation levels: the Employer of Choice for Gender Equality (EOCGE) andEmployer Committed to Gender Equality (ECGE). Both the EOCGE and ECGE citations will now be awarded for a three-year period, up from two years.
1. Employer of Choice for Gender Equality (EOCGE)
This prestigious citation is awarded to organisations that demonstrate outstanding capability and achievement in critical areas of influence on workplace gender equality. There are three pillars of assessment: continuous improvement metrics, employee experience metrics and policy and education inputs
To qualify for this citation, employers must be able to:
- Demonstrate gender balanced leadership: Executive teams and governing bodies/ board must have at least 40% women and 40% men.
- Demonstrate that their gender pay gap is either below the industry midpoint or within a -5% or 5% range.
- Offer at least 8 weeks of employer-funded primary carer’s leave and 3 weeks for secondary carers, plus superannuation contributions. There should be no waiting or probation periods to access this leave.
- Include 5 questions (up from 3) in their employee experience survey and meet a minimum response rate by gender based on their organisation size.
- CEO interview: The CEO must be interviewed for EOCGE within the past 6 years.
2. Employer Committed to Gender Equality (ECGE)
Employers that do not meet the outcomes of the EOCGE can apply for the Employer Committed to Gender Equality (ECGE) citation. It serves as recognition for employers committed to, and actively working towards, achieving the gender equality outcomes in the EOCGE citation.
Employers seeking the ECGE citation will also need to meet baseline “self-assessment” requirements.
“Self-Assessment” Criteria
A key change is the shift from submitting detailed information or evidence against assessment criteria. Instead, employers will review the criteria across six domains and assess whether they meet the requirements. The CEO must then confirm that all “self assessment” criteria are met at the time of application.
The six domains are:
Domain 1: Gender equality strategy and planning
Domain 2: Leadership and governance
Domain 3: Gender informed remuneration practices, monitoring and evaluation
Domain 4: Gender informed workplace policies
Domain 5: Gender informed training and development
Domain 6: Driving change beyond your workplace
Read more about the changes here