The gender pay gaps of some of Australia’s largest and most well-known employers have been released publicly today, with more than 10,000 companies in the spotlight.
According to analysis from the Workplace Gender Equality Agency (WGEA), in 2024-25, more than 50 per cent of employers had a gender pay gap larger than 11.2 per cent (considered the “mid-point” of employer gender pay gaps).
As to be expected, high-paying and male-dominated industries are more likely to have larger gender pay gaps. For example, in Financial and Insurance Services, Construction, Mining and Electricity, Gas Water and Waste Services, four in five workplaces have gender pay gaps above 11.2 per cent.
“The fact that men are nearly twice as likely as women to be in the highest paid roles and that women still dominate the lowest paid roles should offer a reality check for anyone who thinks Australia has achieved equality in the workplace,” said CEO of WGEA, Mary Wooldridge.
“Employers should treat gender equality like their other business goals. Do a detailed analysis to find the issues, create an action plan to address them and set targets to be accountable for ensuring progress happens.”
The good news is that many gender pay gaps are smaller today than they were a year ago and the number of employers with a gender pay gap within WGEA’s target range has increased in the latest figures.
Below, Women’s Agenda takes a look at two industries, retail and health, where women make up the vast majority of the workforce but gender pay gaps remain large and in many instances have widened over the last 12 months.
We also share some key gender pay gaps in the financial services industry, where gender pay gaps remain stubborn.
Specialist medical and health employers
Some of the worst gender pay gaps can be seen in radiology, pathology and specialist medical practices, where workforces are overwhelmingly made up of women, but the specialist doctors who capture the highest pay are overwhelmingly male. These gaps are widening year-on-year in many cases. Here’s a look at some of the most notable gaps:
Sydney Ultrasound for Women
With an average total remuneration pay gap of 79.2 per cent, Sydney Ultrasound for Women has one of the largest gender pay gaps among employers included in this year’s WGEA figures. Its pay gap has even increased compared to last year, when it sat at 78.6 per cent. It’s especially significant given 97 per cent of its workforce is made up of women.
Adelaide Cardiology
Adelaide Cardiology has an average total remuneration pay gap of 77.3 per cent, up from 74.6 per cent in 2023-24. Again, this employer’s workforce is dominated by women who make up 79 per cent of its workforce.
Heart Care QLD
With an average total remuneration gender pay gap of 71.7 per cent, Heart Care QLD’s has also seen an increase in its pay gap compared to 2023-24, when it sat at 63.7 per cent. Women make up 73 per cent of its workforce.
Skin & Cancer Foundation Australia
With 92 per cent of its workforce made up of women, Skin & Cancer Foundation Australia has an average total remuneration gender pay gap of 50.4 per cent. This figure is an improvement compared to 2023-24 when its pay gap sat at 65.7 per cent.
Melbourne Pathology
Melbourne Pathology’s average total remuneration gender pay gap sits at 66.1 per cent, more than four per cent wider than its previous 2023-24 figure (62.1 per cent). Again, this employer has a female-dominated workforce, with women making up 90 per cent of its employees.
SC Radiology
SC Radiology, or Sunshine Coast Radiology has an average total remuneration gender pay gap of 68.9 per cent. This is a large jump from 2023-24, when its pay gap sat at 55.4 per cent. Eighty per cent of its workforce is women.
Retail
Here, we highlight some of the worst gender pay gaps in retail, from clothing to jewellery brands, particularly focusing on companies whose customer-based is almost entirely made up of women.
City Chic Collective Limited
With an average total remuneration pay gap of 68.4 per cent, City Chic Collective has one of the largest gender pay gaps among employers included in this year’s WGEA figures. Its pay gap has stayed the same as last year, when it also sat at 68.4 per cent, under the leadership of CEO and Managing Director Phil Ryan.
Forever New Clothing Pty Ltd
Women’s clothing brand Forever New has an average total remuneration pay gap of 52.2 per cent. It’s now slightly lower than the pay gap last year at 58.5 per cent, but still one of the highest retail pay gaps in this year’s WGEA data.
Lovisa Pty Limited
Affordable jewelry brand Lovisa has an average total remuneration gap of 52.2 per cent, meaning the gap has increased from last year’s WGEA figures that put it at 51.9 per cent. In 2025, the brand welcomed new CEO and Managing Director John Cheston.
The Body Shop Australia Pty Limited
Beauty and skincare brand The Body Shop Australia has an average total remuneration gap of 51.9 per cent, according to the latest 2024-25 WGEA figures.
Decjuba Pty Ltd
Another women’s retail favourite, Decjuba has an average total remuneration pay gap of 48.8 per cent, which is only slightly lower than last year’s WGEA figure of 49.9 per cent. The company is made-up of a significantly female workforce as well, with statistics showing 99 per cent of staffers are women.
Review Australia Pty Limited
Women’s event wear and clothing brand Review Australia Pty Limited has an average total remuneration gap of 48.6 per cent, according to WGEA’s 2026 data. This Melbourne-based brand is led by CEO Andre Reich, and its workforce is made up of 99 per cent women.
Blue Illusion Australia Pty Ltd
Women’s clothing brand Blue Illusion Australia has an average total remuneration pay gap of 45.0 per cent, according to the 2026 WGEA figures. The brand was launched by Donna Guest and her husband, Danny Guest, 25 years ago. Donna continues to lead as CEO and Creative Director, and the company’s workforce is 96 per cent women.
Pandora Jewelry Pty Limited
With an average total remuneration pay gap of 44.6 per cent, jewelry retailer Pandora still has one of the highest gender pay gaps but has improved from last year’s WGEA figure of 52 per cent. Women make up 96 per cent of its workforce.
Cue & Co Pty Ltd
Women’s fashion retailer Cue & Co has an average total remuneration pay gap of 44.5 per cent, according to this year’s WGEA data. It’s only a slight improvement from last year’s figure of 45.3 per cent. The brand’s workforce was made up of 98 per cent women this year.
Novo Shoes Group Pty Ltd
Women’s shoe brand Novo has an average total remuneration pay gap of 41.2 per cent, according to 2026 WGEA data. The brand’s workforce is made up of 97 per cent women, under the leadership of male CEO Sandeep Kalra.
Financial services
With an average total remuneration gender pay gap of 23.3 per cent, the financial and insurance services industry has one of the larger gender pay gaps of any sector. Here’s a look at some of the key employers and their gender pay gaps.
Morgan Stanley
Leading global financial services firm, Morgan Stanley Australia has an average total remuneration gender pay gap of 63.6 per cent, up from 58.6 per cent in 2023-24. Women make up 37 per cent of its workforce.
Evans & Partners
Wealth management firm Evans & Partners has an average total remuneration gender pay gap of 62.8 per cent, well above the industry average. This is a slight drop from the previous year, when it sat at 63.5 per cent.
Macquarie Bank
Macquarie Bank’s average total remuneration gender pay gap is reported at 40.5 per cent, according to the WGEA figures. This figure has dropped from 41.8 per cent in 2023-24.
Westpac
Westpac’s average total remuneration gender pay gap sits at 21.6 per cent, a figure that’s been improved since 2023-24 when it was 22.4 per cent. Women make up 53 per cent of the bank’s workforce.
NAB
Another of the Big Four, NAB’s total remuneration gender pay gap is 18.2 per cent, down from 19 per cent in 2023-24. Half of its workforce is women.
CBA
Commonwealth Bank of Australia’s total remuneration gender pay gap is 21.6 per cent, down from 22.4 per cent in 2023-24. Fifty-four per cent of its workforce is women.
ANZ
ANZ’s total remuneration gender pay gap is 17.2 per cent, down from 18.8 per cent in 2023-34. Half of its workforce is women.
Nearly 5.9 million Australian workers can use WGEA’s Data Explorer to access their employer’s gender pay gap.