The Commission for Gender Equality has put AV on notice. Over the last four years, the service has failed to meet its obligations under the Act to make reasonable and measurable progress against the workplace gender equality indicators.
It’s precisely because of this track record that union members expect AV’s next four-year Gender Equity Action Plan (GEAP) to include clear, enforceable commitments that will deliver real outcomes from women and produce measurable reductions in the gender pay gap.
On 25 March 2026, AV presented a proposed plan saturated with vague commitments regarding more “research,” more “awareness,” more internal campaigns. No concrete pathway to closing the gender pay gap. After four years of inaction, this is unacceptable.
Most concerning is AV’s proposal to meet Indicator 3 Equal remuneration for work of equal or comparable value across all levels of the workforce, irrespective of gender by increasing employee understanding of payroll services, including induction content, pay slip literacy, logging pay issues, and accessing support.
Rather than committing to understanding whether roles predominantly held by women are systematically undervalued compared to those held by men, and taking steps to correct any inequities, AV has chosen to focus on superficial measures. Improving employees’ ability to read their pay slips does not fix unequal pay. It does not reclassify undervalued roles. It does not correct systemic bias in remuneration decisions. It does not close the gender pay gap.