Australia has made significant progress toward gender equity — but significant gaps remain. The gender pay gap persists at approximately 13%. Women are underrepresented in corporate leadership, politics, and STEM careers. Gender-based violence remains endemic. Women's economic security in retirement is significantly worse than men's (largely due to career breaks and pay inequity). Grant funding supports women's leadership development, structural advocacy, economic empowerment, and the systemic change needed to close Australia's gender gaps.
The current state
Progress and stall
Intersectionality
Gender equity intersects with race, disability, age, and sexuality:
- Aboriginal and Torres Strait Islander women face compounded disadvantage
- Women with disability have significantly lower employment and income
- Older women face particular economic vulnerability
- CALD women may face cultural barriers to equality alongside structural barriers
Workplace Gender Equality Agency (WGEA)
Regulates and promotes workplace gender equity — requires large employers to report gender pay gaps.
Office for Women (Department of PM&C)
Policy and some programme funding for women's equity.
National Plan to End Violence Against Women and Children
Funding to reduce family and sexual violence.
STEM funding (various departments)
Women in STEM programmes through education and science departments.
Keira Grant (Rio Tinto)
Women's leadership grants.
The Westpac Foundation
Gender equity and women's economic empowerment.
The Cranlana Programme
Leadership including gender equity dimensions.
The Graeme Wood Foundation
Social equity including gender.
The Ian Potter Foundation
Women's community organisations.
ANZ Community Foundation
Financial wellbeing for women.
Family violence funders
(see also domestic violence guide)
Feminist philanthropists
Women's leadership
Women in STEM
Economic empowerment
Gender pay gap
Women in politics
Aboriginal and Torres Strait Islander women
Older women
Women with disability
Feminist research
Gender lens investing
Australia's WGEA now publishes individual employer gender pay gaps for large employers — a significant shift creating corporate accountability:
- Employers with large gaps face reputational pressure
- HR and diversity teams increasing investment in equity
- Public data enabling benchmarking and advocacy
Applications that help employers implement pay equity — auditing, reporting, addressing gaps — are well-timed.
Intersectionality
Gender equity must address the compounded disadvantage of women who are also Aboriginal, disabled, older, or from CALD backgrounds. Applications that explicitly address intersectionality are more sophisticated.
Structural and systemic focus
The most impactful gender equity work changes systems — childcare policy, pay equity legislation, violence prevention — rather than addressing individuals. Applications with systemic change goals are compelling.
Evidence base
Gender equity interventions need evidence. Mentoring programmes without evidence of career impact are less compelling than programmes with demonstrated change in representation or pay.
Economic framing
Gender equity has an economic case — the gender pay gap costs Australia approximately $51 billion annually in lost productivity. Economic framing engages corporate and economic funders alongside feminist funders.
Tahua's grants management platform supports gender equity funders and women's organisations — with programme participant tracking, leadership outcome measurement, pay equity data, and the reporting tools that help gender equity funders demonstrate their investment in systemic change toward equality for women in Australia.