Our Progress and Legislative Compliance

SAGE Athena Swan

Acknowledgement of a decade of progress and transformation in gender equity

We are driving positive change as part of a globally recognised accreditation program. Monash University’s journey through the Athena Swan accreditation process has been central to our commitment to advancing gender equity, diversity, and inclusion. Since our initial engagement in 2015, the Athena Swan program, administered by the Science in Australia Gender Equity (SAGE) initiative, Australasia’s leading advocate for equity, diversity, and inclusion in the education and research sector, has served as a catalyst for deep, systemic change. This evidence-based framework has empowered us to engage in honest self-reflection, plan meaningful actions, and drive measurable progress, transforming not only our policies but also our institutional culture.

The Athena Swan Steering Group, along with the Staff Equity, Diversity and Inclusion team, has led the development and supported implementation of the University’s Gender Equality Action Plans. Expanding beyond gender and STEMM, the framework emphasises the role of intersectionality on the broader gender equity, diversity and inclusion agenda. Refer to Monash’s SAGE Athena Swan site for more information.

Legislative compliance

Monash University is required to regularly report to the Workplace Gender Equality Agency (WGEA) and the Commission for Gender Equality in the Public Sector (CGEPS) to ensure compliance with gender equality legislation.

Workplace Gender Equality 

Workplace Gender Equality Agency

The Workplace Gender Equality Agency (WGEA) is an Australian Government statutory agency, established under the Workplace Gender Equality Act 2012. The WGEA Gender Equality Reporting program is mandatory, requiring relevant employers to make annual submissions of:

  • Workforce Profile, and Workforce Management Statistics; and
  • Reporting Questionnaire.

From 2026, employers must set three Gender Equality Targets from the WGEA Gender Equality Targets Menu. Employers must meet or demonstrate improvement against each target at the end of the 3-year target cycle.

Our compliance

In May 2025, Monash University lodged its 2024/2025 compliance report, with the Workplace Gender Equality Agency and was assessed as compliant with the Workplace Gender Equality Act 2012.

Access our current WGEA certificate of compliance.

Monash University employees are able to provide comments by email to the Staff Equity, Diversity and Inclusion team at gender-equity@monash.edu; via anonymous form, or you can submit your comments directly to the Workplace Gender Equality Agency.

Our progress

Monash is currently working on 2026 compliance reports.

Commission

Commission for Gender Equality in the Public Sector

The Commission for Gender Equality in the Public Sector (CGEPS) is a Victorian Government agency, created under the Gender Equality Act 2020. Defined entities are required to consider, promote and take positive action towards achieving gender equality and to report regularly on their progress to ensure compliance with the Act.

As a defined entity under the Gender Equality Act, we are required to:

  • Promote gender equality
  • Conduct gender impact assessments (GIAs) on policies, programs and services with a direct and significant impact on the public
  • Undertake an audit every 2 years
  • Create a gender equality action plan (GEAP) every 4 years
  • Report on progress against the workplace gender equality indicators, every 2 years.

Employee Experience Survey: The survey is a requirement under the Gender Equality Act 2020 and forms part of the University’s biennial gender audit, which is reported to the Commission for Gender Equality in the Public Sector. The survey focus is on understanding staff experiences in the workplace, including organisational culture, inclusive practices, manager support, access to professional development, experiences with bullying and harassment, equal employment opportunity, flexible work and wellbeing.

Workplace gender audits provide data that shows how organisations are performing on gender equality.  This data is used in progress reports and gender equality action plans (GEAPs) to demonstrate progress against the seven workplace gender equality indicators.

Our compliance

Monash University lodged the following required compliance to CGEPS in May 2026:

  • Progress Report (including Gender Impact Assessments);
  • 2025 workplace gender audit; and
  • Gender Equality Action Plan 2026-2030.

Monash University’s submission is currently being assessed in accordance with the Gender Equality Act 2020. The 2025 audit has been assessed as compliant under the Act.

Progress Reports against Gender Equality Action Plan 2022-2025

Monash University lodged:

1. February 2024 Progress Report, assessed as compliant with the Gender Equality Act 2020. Our Progress Report can be downloaded here.

The results of the Gender Impact Assessments Monash University has undertaken are available here.

2.  May 2026 Progress Report, is currently being assessed in accordance with the Gender Equality Act 2020. Our Progress Report (including Gender Impact Assessments) from 2026 can be downloaded here. (Note: Currently under assessment by the Commission and may be subject to change).

Legislation

Enquiries

Staff Equity, Diversity and Inclusion, Monash HR

gender-equity@monash.edu