Gender Equality Act 2020.

The main purposes of this Act are (a) to require the public sector, Councils and universities to take positive action towards achieving workplace gender equality; and (b) to require the public sector, Councils and universities to promote gender equality in their policies, programs and services; and (c) to establish the Public Sector Gender Equality Commissioner. The objects of this Act are (a) to promote, encourage and facilitate the achievement of gender equality and improvement in the status of women; and (b) to support the identification and elimination of systemic causes of gender inequality in policy, programs and delivery of services in workplaces and communities; and (c) to recognise that gender inequality may be compounded by other forms of disadvantage or discrimination that a person may experience on the basis of Aboriginality, age, disability, ethnicity, gender identity, race, religion, sexual orientation and other attributes; and (d) to redress disadvantage, address stigma, stereotyping, prejudice and violence, and accommodate persons of different genders by way of structural change; and (e) to enhance economic and social participation by persons of different genders; and (f) to further promote the right to equality set out in the Charter of Human Rights and Responsibilities and the Convention on the Elimination of All Forms of Discrimination against Women
The Act is organised in 8 Parts. Part 2 establishes that a defined entity must, in developing policies and programs and in delivering services that are to be provided to the public, or have a direct and significant impact on the public a) consider and promote gender equality; and b) take necessary and proportionate action towards achieving gender equality. Furthermore Part 3 requires that a defined entity must undertake a gender impact assessment when developing or reviewing any policy of, or program or service provided by, the entity that has a direct and significant impact on the public, indicating as well the parameters to follow. Part 4 is dedicated to workplace gender equality; it prescribes that a defined entity must prepare a Gender Equality Action Plan and must make reasonable and material progress in relation to the workplace gender equality indicators. It also establishes that Regulations may prescribe gender equality targets and quotas. Part 5 regulates reports, Part 6 monitoring and compliance. Part 7 establishes a Public Sector Gender Equality Commissioner and provides for the discipline, functions and powers.