Under the Workplace Gender Equality Act 2012, Australian employers with 100 or more employees are required to report annually to the Workplace Gender Equality Agency (WGEA) against six key Gender Equality Indicators (GEIs). One of these indicators, GEI 6: Consultation with employees on gender equality issues, encourages employers to meaningfully engage staff in shaping workplace equity.
Meeting this indicator is not just a compliance exercise—it’s an opportunity to build trust, transparency, and a culture where diverse voices inform policy and practice. This article outlines how employers can meet this requirement and how Culture Plus can provide tailored support to help achieve it.
Understanding GEI 6: What Is Required
WGEA expects employers to consult with employees or their representatives on issues relating to gender equality. Acceptable forms of consultation include:
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Formal gender equality or diversity committees
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Employee resource groups or networks
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Staff surveys with a focus on gender equity and inclusion
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Focus groups, listening sessions, or workshops
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Engagement with union or elected staff representatives
The consultation process must be genuine, structured, and capable of influencing organisational decisions or policies.
Practical Steps to Meet GEI 6
Establish Clear Consultation Channels
Organisations should implement both structured and flexible mechanisms for employee input. Common approaches include:
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Standing DEI committees that review progress and provide feedback
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Annual or pulse engagement surveys covering topics like gender equity, culture, and workplace flexibility
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Focus groups or interviews with targeted groups, such as women in leadership or carers
These mechanisms should be representative and inclusive to ensure diverse perspectives are captured.
Build a Feedback Loop
Consultation must go beyond data collection. Employers must:
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Communicate how employees can provide feedback
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Share the themes and outcomes of consultations
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Demonstrate how feedback has been used to inform decisions or changes
This feedback loop increases engagement and reinforces that employee input is valued and acted upon.
Create a Calendar of Consultation Activities
To embed consultation into workplace culture, employers should plan activities throughout the year. Examples include:
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Quarterly DEI forums or staff discussions
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Annual policy review workshops
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Structured gender pay gap consultations
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Staff updates that explain how feedback led to change
This regular rhythm normalises participation and ensures consultation remains ongoing.
Document and Report
To comply with WGEA’s expectations, organisations must be able to:
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Describe the types of consultation used
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Summarise key findings and employee concerns
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Document actions taken or planned in response
This documentation can be used for WGEA reports, internal DEI reporting, and executive briefings.
How Culture Plus Can Support You
Culture Plus Consulting provides end-to-end support to help organisations meet the WGEA consultation indicator and embed effective consultation into their DEI efforts. Services include:
Consultation Framework Design
I can design a fit-for-purpose consultation framework aligned with WGEA requirements and tailored to your organisation's size, structure, and workforce profile.
Facilitated Focus Groups and Listening Sessions
Through expert facilitation, I support open and safe conversations across diverse employee groups, surfacing themes that inform policy, culture, and DEI strategy.
Survey Design and Insight Analysis
I help organisations design inclusive surveys and interpret results with a DEI lens, translating data into meaningful recommendations.
Employee Resource Group and Committee Guidance
I advise on the structure, governance, and sustainability of gender equality committees and ERGs, including leadership engagement and terms of reference.
WGEA Documentation and Reporting
I provide support to document consultation activities in alignment with WGEA templates and reporting requirements.
Leadership Training and Capability Building
I deliver workshops and coaching for leaders and DEI sponsors to strengthen skills in inclusive engagement, psychological safety, and employee consultation.
Conclusion
Effective consultation is essential to understanding and addressing gender equality challenges within organisations. When done well, it builds ownership, trust, and collective responsibility for change. Meeting WGEA’s GEI 6 is an opportunity to institutionalise these practices and create a culture where employees feel heard and respected.
If your organisation is seeking to improve how it consults with staff on gender equality, I welcome the opportunity to support you. Whether through strategy development, facilitation, training, or reporting, Culture Plus can tailor an approach that delivers impact and compliance.
Get in Touch
To learn more or discuss your organisation’s needs, please contact me at Email: fmenzies@cultureplusconsulting.com Website: www.cultureplusconsulting.com
**Related Reading: **
https://cultureplusconsulting.com/consulting-with-employees-on-gender-equity/
https://cultureplusconsulting.com/implementing-employee-resource-groups-ergs/
https://cultureplusconsulting.com/facilitating-trauma-informed-employee-focus-groups/
https://cultureplusconsulting.com/understanding-the-gender-pay-gap/