The gender pay gap remains a significant issue in Australia, with new data revealing that women earn, on average, $28,425 less than their male counterparts each year.
The Workplace Gender Equality Agency (WGEA) analysed remuneration data across nearly 8,000 employers in the country, uncovering widespread disparities.
Across the country, 72.2% of employers have a pay gap that benefits men, while only 6.5% of workplaces report higher earnings for women, according to The Guardian.
These disparities, according to experts, are driven by entrenched workplace structures, cultural expectations, and industry-specific inequalities.
Widespread Disparities Across Industries
The report revealed that every industry in Australia exhibits a gender pay gap favouring men, though the extent varies. Male-dominated fields, such as construction and financial services, showed the most significant disparities, with gaps of 25.3% and 22.2%, respectively.
Despite a general push for transparency, sectors such as mining—where the average salary is the highest at $195,000 per year—continue to demonstrate significant pay gaps.
In contrast, traditionally female-dominated industries, such as healthcare and retail, see lower overall salaries, reinforcing the wage disparity at a structural level.
High-Profile Employers With the Largest Gaps
The report identified 95 companies where men earn at least twice as much as women. Among them are Sydney Ultrasound for Women (78.6%), Rdns HomeCare (75.1%), and Adelaide Cardiology (74.6%)—all workplaces where women represent the majority of employees but where men occupy the highest-paid roles.
Notable businesses with significant pay gaps in favour of men include Morgan Stanley Australia (57.7%), Brisbane Broncos Rugby League Club (74.3%), and Rex Airlines (53.9%).
At the other end of the spectrum, Guardian Australia was one of the few organisations with a slight 3.5% pay gap in favour of women.
Causes Beyond Pay Discrimination
Experts emphasise that the gender pay gap does not necessarily mean that women are paid less than men for identical roles—something that has been illegal in Australia since 1969. Instead, the disparity reflects broader issues, such as:
- Occupational segregation, where men hold a higher proportion of technical or leadership roles.
- Cultural expectations, with women more likely to assume caregiving responsibilities, leading to part-time work or career interruptions.
- Structural workplace policies, where senior roles often demand full-time presence, disproportionately excluding women.
- Parental leave biases, where men are less likely to receive flexible work arrangements.
A Slow Path to Progress
The 2025 report marks the second year since WGEA gained the legal authority to publish employer-level pay data. While 56% of organisations showed improvement from the previous year, change remains gradual. WGEA CEO Mary Wooldridge acknowledged the slow pace.
“But we are tackling some deep-seated cultural views and perspectives, including things like gender stereotypes in relation to roles and occupations.”
Some businesses, however, are proactively addressing the issue. For instance, TelstraSuper introduced a gender-neutral parental leave policy, offering 16 weeks of paid leave to both mothers and fathers.
Public Scrutiny and Shifting Attitudes
The publication of company-level pay gaps has led to what experts call an “anticipation effect,” where employers modify policies before being publicly named. Prospective employees are also reportedly using the data to negotiate salaries, holding companies accountable for their pay structures.
As gender pay transparency becomes more widespread, experts predict a continued push for reform, though systemic barriers remain. While some industries have shown slight improvements, the latest figures confirm that wage inequality in Australia is still far from being resolved.
