Each year, Equal Pay Day in Australia marks the additional days women must work to earn what men earned in the previous financial year. It’s a stark reminder that the gender pay gap is not just a number; it’s time, opportunity, and equity lost. 

Here are some top-line stats and insights: 

Equal Pay Day 2025 falls on August 19, marking the 50 extra days women must work into the new financial year to earn the same average pay as men did the previous year[1]. 

According to the ABS, full-time working men earned $2,072.70 per week, while women earned $1,826.40, a difference of $246.30 per week, or $12,807.60 annually[1]. 

The national median gender pay gap for total remuneration is 8.9%, and the average gender pay gap is 12.1%[2]. 

Only 1 in 5 Australian businesses have eliminated their gender pay gap[2]. 

While the national conversation often focuses on the statistics alone, Equal Pay Day reframes the issue in a way that’s deeply human. It reminds us that gender inequality is embedded in the systems that shape our workplaces, and that closing the gap requires more than good intentions; it demands structural change. 

At the National Association of Women in Operations (NAWO), we’re not just talking about the problem; we’re equipping our members to solve it. Our vision to see gender balance valued and achieved at every level is, at its core, addressing a key driver of the pay gap – occupational segregation. Having more women working in what have been historically male-oriented industries, professions and levels of leadership is central to ensuring the overall pay gap comes down. 

Through our Nine Levers for Gender Balance, NAWO provides a practical, evidence-based framework for organisations to drive systemic change that makes a difference in the attraction, retention and promotion of women and diverse talent generally. These levers operate across: 

  • Leadership and Culture – Encouraging leaders to role model inclusion and communicate the value of diverse teams. 
  • Policies and Practices – Aligning recruitment, remuneration, and development policies with inclusive values. 
  • Work-Life Integration – Supporting flexible work, shared care responsibilities, and equitable parental leave. 

Our member organisations are already achieving great results. From introducing paid parental leave for men and encouraging uptake, to taking immediate action on identified pay gaps, NAWO members are demonstrating that progress is possible when inclusion is embedded into everyday operations. NAWO celebrates our member’s momentum through our campaigns, articles and webinars, proving that progress is possible. 

We also challenge outdated assumptions, encouraging our members to take small but meaningful steps every day. For example, rethinking role criteria, addressing roster patterns that disadvantage carers, and even redesigning uniforms to be more inclusive. These may seem like small things, but together they create a workplace where women can thrive. 

As Equal Pay Day reminds us, the gender pay gap is a systemic issue – but it’s not an unchangeable one. With the right tools, commitment, and community, we can close the gap. At NAWO, we’re proud to be helping our members lead the way. 

 

 

References   

[1] Equal Pay Day 2025 |How does your employer measure up?
[2] Gender pay gap publishing 2025: Everything you need to know | WGEA
[3] Nine Levers for Gender Balance – NAWO