Flinders University has submitted its 2026 Gender Equality Report to the Workplace Gender Equality Agency (WGEA), as required under the Workplace Gender Equality Act 2012.
This annual national reporting process assesses key drivers of workplace gender equality including workforce and leadership composition, pay equity, flexible work practices, and organisational approaches to preventing sexual harassment, sex-based harassment, and discrimination.
You can view Flinders’ 2026 Public Report here. Staff can provide feedback on the report by contacting Katie Hazell, Senior Diversity and Inclusion Consultant (katie.hazell@flinders.edu.au), or by submitting comments directly to WGEA. Guidance on how to do this is available on the WGEA website.
New Gender Equality Targets
For the first time, as part of the 2026 reporting cycle, organisations are required to select three gender equality targets from a prescribed list and report progress over a three-year period (2026–2029).
Flinders’ targets have been intentionally selected to strengthen accountability and align to existing institutional frameworks, including the Science in Australia Gender Equity (SAGE) Athena SWAN Bronze Action Plan and Cygnet program (with Silver accreditation in progress) and the National Higher Education Code to Prevent and Respond to Gender-Based Violence (2025).
The University’s Targets are:
- Annual comprehensive gender pay gap analysis with reporting to Council
- Reducing the gender pay gap by at least one percentage point (baseline: 8.5%)
- Increasing uptake of parental leave by men (baseline: 4%)
Updated national Gender Pay Gap data and 2026 industry benchmarking will be published by WGEA in 2027, helping us measure how Flinders compares across the sector.
As in previous years, Flinders will publish an updated Employer Statement alongside this benchmarking data, outlining our progress, contributing factors, and initiatives promoting gender equity, diversity, and inclusion.
While Flinders has made progress in reducing our gender pay gap over recent years, we acknowledge there is more work to be done. We remain committed to advancing gender equality and driving meaningful, sustained change.
To learn more, including Flinders previous Employer statements and reports, visit the Flinders EDI webpages or the WGEA website.
For further information or to provide feedback, please contact Katie Hazell.