WGEA Gender Pay Gap Lookup — By Employer
Enter your employer's name to jump straight to their public WGEA gender pay gap report. Plus: what the numbers mean, what a 'high' gap is, and what to do if your individual pay looks unfair.
WGEA publishes employer-level gender pay gaps annually since 2024. The 2026 dataset covers ~5,000 Australian employers with 100+ staff.
Look up your employer
Enter your employer's name. We'll deep-link you straight into the WGEA public dataset with a pre-filled search. WGEA hosts the official figures — there is no point duplicating the data here.
Open WGEA report →WGEA publishes data for employers with 100+ employees. Smaller employers don't report. If your employer isn't found, they may be under the threshold or operate under a different registered entity name (try the parent company).
Want the bigger picture? See women's representation and the leadership gap by industry (WGEA 2024-25 data).
Quick-link to popular employers
How to read the WGEA report
- Median pay gap — the difference between the middle-paid man and middle-paid woman. Less affected by extreme outliers than the average.
- Average (mean) pay gap — total male pay minus total female pay, divided by counts. Pulled up by very high earners (often male-dominated executive ranks).
- Total remuneration vs base salary — total includes bonuses, allowances, superannuation. Base is just salary. Bonus-heavy industries (banking, mining) show wider total-rem gaps.
- Workforce composition — what % of each level is male vs female. A gap can be driven by absence of women at senior levels rather than unequal pay for the same role.
Suspect your individual pay is unfair?
A WGEA pay gap is an organisation-level statistic. Your individual pay may be perfectly fair OR it may be unequal to a comparable colleague of a different gender. Use theAm I Being Underpaid?tool to check against your award, then theDiscrimination Claim Builderif the gap is unjustified by skill, qualifications, or experience.
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