As of 27 March 2025, changes to the Workplace Gender Equality Act 2012 mean Australian employers with 500 or more employees must not only set gender equality targets - but demonstrate measurable progress against them.
The numbers make the urgency clear. Australia's gender pay gap now stands at 21.1% — meaning for every dollar a man earns, a woman earns just 79 cents, adding up to a $28,356 difference per year.
The question is no longer whether gender equality matters, but how to operationalise it in a meaningful, measurable way.
One increasingly powerful lever is Back-Up Care.
Care disruption is a career disruption
The gender pay gap is rarely about unequal pay for equal work. It's about unequal career patterns - reduced hours, stalled progression, and workforce exits that compound over time. Caregiving responsibilities disproportionately affect women's career progression, contributing to the widening of a gap that starts at 6% early in careers and grows to 18% as careers advance.
Delivered by Bright Horizons Australia, Back-Up Care provides employees with immediate access to high-quality care for dependents. While often positioned as a benefit, its impact goes far beyond employee convenience - directly supporting key drivers of gender equality across the workforce.
A tangible, measurable WGEA target
The WGEA targets menu includes "introducing new programs and initiatives on gender equality" and "flexible working arrangements and support for parents or carers" - areas where Back-Up Care delivers measurable, reportable impact. It's not a soft initiative; it's a structural support that enables:
The business case is equally compelling
The 2025 Gender Equity Insights report finds organisations that take action to improve gender equality have lower staff turnover, more women in leadership, and better shareholder value. Back-Up Care contributes to all three - reducing absenteeism, lifting engagement, and protecting the careers of your highest-potential people.
From obligation to opportunity
Organisations that fail to meet their WGEA targets risk being publicly named by the regulator and losing eligibility for Commonwealth procurement work. But the real opportunity isn't just compliance - it's differentiation. Employers who invest in meaningful care support will attract and retain diverse talent, build more equitable leadership pipelines, and demonstrate that their gender equality commitments are backed by action.
Back-Up Care through Bright Horizons Australia is one of the most tangible, scalable steps your organisation can take right now. Get in touch today to find out more about how Back-Up Care can support your business.