#AccelerateAction this International Women’s Day

Saturday, 8 March 2025, marks International Women’s Day, and this year’s theme is #AccelerateAction. So, what can your business do to start accelerating action and stand out from the crowd?

The most recent gender pay gap statistics show that even with marginal improvements, there is still a long way to go to reach gender equality in Australia. Key indicators still show significant gaps between men and women in today’s workforce, including:

• Women earn $0.78 for every $1.00 men earn, adding up to a $28,425 difference in annual earnings.
• Only 10 per cent of CEO positions are held by women of businesses listed on the ASX300.
• It currently takes women an additional 56 days of work to earn the same average pay as men.
• 68 per cent of employers offer employer-funded paid parental leave, and 87 per cent of these businesses pay superannuation for parents while on paid leave.
• In February 2024, the WGEA reported that the gender pay gap was 12 per cent. Almost a year later, in March 2025, the same report states that the gap is now

Driving meaningful change might sound impossible, but every business, large or small, can take straightforward steps to accelerate action in the workplace. Here, we share our top strategies for promoting equality in the workplace and cultivating a positive workplace culture that values diversity, champions equality, and pushes for impactful action.

5 things employers can do to #AccelerateAction

Accelerating action can take many forms, including looking for ways to reduce the gender pay gap, striving for equality in the workplace, or even achieving equal pay. Here are five ways employers can promote equal rights in the workplace:

1. Embracing flexible work arrangements

Boosting workplace productivity and enhancing individual performance can often be as simple as promoting flexible working arrangements within your workforce. Promoting flexible work allows employees to achieve a genuine balance in work, family and personal responsibilities. A flexible work arrangement is available to certain employees, including but not limited to those with family and caring responsibilities and those with a disability. Flexible work arrangements can involve changes to an employee’s hours, pattern, or location of work. While an employer is only obligated to consider flexible work arrangements to those eligible under the Fair Work Act, by promoting workplace flexibility within your entire organisation, you’ll give staff greater control over their daily routines, creating a positive impact on both their personal well-being and overall business outcomes.

2. Enforcing anti-discrimination, harassment, and bullying policies

Having clear, well-defined policies outlining what constitutes bullying, sexual harassment, discrimination, and other inappropriate behaviours is essential for creating a safe and respectful workplace. These policies not only reduce risks to both the business and its employees but also demonstrate a commitment to valuing and supporting every team member.

Failing to have these policies in place can contribute to poor workplace culture and, in the case of sexual harassment, can amount to a serious breach of legal obligations.

3. Building a thriving social activity calendar

Creating a thriving workplace culture doesn’t happen overnight; it requires strong foundations, genuine intentions, and consistent effort. Social activities, whether impromptu after-work gatherings or planned team-building events, play a key role in fostering connection and engagement. By focusing on celebrating achievements and ensuring employees feel heard, supported, and valued, you can create an environment where people thrive. The impact of a positive workplace culture cannot be overstated. It’s often the deciding factor between retaining top talent and driving productivity or struggling with high turnover and declining satisfaction.

4. Creating accessible and welcoming workplaces

Building an appealing workplace starts with prioritising physical accessibility and fostering inclusion. These elements are vital for creating a safe and welcoming environment where all employees can thrive. Additionally, promoting accessibility and inclusion encourages employee retention, reducing turnover and building a more loyal workforce. Embedding cultural and social inclusion in your organisation’s core values is a powerful way to create lasting change and ensure inclusivity becomes integral to your workplace culture.

5. Setting gender equality targets

The Workplace Gender Equality Amendment (Setting Gender Equality Targets) Bill 2024 is a pivotal moment for the Australian workplace relations framework. It requires businesses to set three-year workplace gender equality targets from a list provided by the Workplace Gender Equality Agency. From improving a board’s gender composition and strengthening flexible working arrangement policies to providing equal remuneration, this newly introduced legislation is just another significant way businesses can ensure accountability and transparency in creating an inclusive workplace for all.

How Citation HR can help

For our clients, if any of the information shared in this article has raised questions about diversity, inclusion, and equality in your workplace or you have another workplace matter you need assistance with, please reach out to our workplace relations experts via our 24/7 HR Advice Line – we’re here to help.

Not a Citation HR client? To learn more about how Citation HR can help streamline your people management and take your business to the next level, reach out to our friendly team for a confidential, no-obligation chat.

About our author

Lauren Stariha is a Copywriter and Content Specialist at Citation Group. She spends her time curating our brand’s message across all platforms. In between editing and proofing blog posts, she assists the digital marketing team in creating interesting and meaningful content across the Citation Group business.