The Department of Foreign Affairs and Trade (DFAT) aims to build inclusive, safe and respectful workplaces where all contributions are valued and respected. As a principle, DFAT appreciates the importance of closing the gender pay gap to reflect progress towards achieving gender pay equality.

As of 31 December 2023, DFAT's gender median pay gap was 4.8%, based on the earnings of substantive APS employees. This analysis excludes the earnings of the Secretary, casual staff, contractors and labour-hire staff, statutory appointments, and employees on long-term leave.

DFAT has analysed the gender pay gap to better understand what drives gender pay disparities.

DFAT's gender profile

DFAT's workforce is 59% women. Since 2014, DFAT has implemented targeted women in leadership initiatives to increase representation of women in Senior Executive Service (SES) and overseas Heads of Mission (HOM) and Heads of Post (HOP) roles. As of 2025, DFAT has maintained a representation of women in the top two pay quartiles: 52% of SES positions, compared to 34% in 2015, and 50% of HOM/HOP roles, an increase from 27% in 2015.

Despite maintaining gender balance in senior roles/pay classifications, there is a much higher proportion of women represented at the lower pay classifications, above the upper target range of 60%. DFAT has 63% women at the lower middle pay quartile and 65% women in the lowest pay quartile.

The gender pay gap is not caused, as it once was, by women being under-represented in senior roles. It now reflects that there are more women across the workforce, particularly in the lower pay quartiles.

Looking forward

DFAT is confident that the median gender pay does not reflect an underrepresentation of women at senior pay classifications or in senior roles. DFAT will continue to focus on increasing the proportion of women in higher classifications and reduce or eliminate any structural impediments that may prevent women employed at lower employment classifications from moving to higher classifications.

DFAT will continue to focus on maintaining gender balance across SES and HOM/HOP roles. DFAT will continue to aim for gender-balanced outcomes for all pay classifications, business areas, and job functions. DFAT will continue pursuing gender-balanced outcomes across posting categories, encouraging the uptake of flexible and parental leave by men, access to high-value individual arrangements, and overall remuneration structures such as overseas allowances.

DFAT's overall approach to gender equality, including goals for gender balance in the workforce and all business areas, is reflected in the Inclusion, Equity and Diversity Strategy (the Strategy). DFAT's Inclusion, Equity and Diversity Committee, established in 2024, oversees these efforts and comprises inclusion champions, diversity networks, and enabling services areas.

DFAT monitors the six WGEA gender equality indicators through an internal implementation plan for the Strategy. Notably, DFAT conducts workforce analysis and reporting, tracks the composition of governing bodies, seeks to understand the gender pay gap and act as needed. DFAT provides flexible working arrangements, consults with staff regarding workplace gender equality, and offers support and recourse mechanisms for issues related to sexual harassment and discrimination.