Gender Equity

The finance sector has a gender equity problem. Despite decades of awareness and progress in some areas, women continue to face structural and cultural barriers at every stage of their careers. From pay inequity and underrepresentation in leadership, to under-reported sexual harassment and the lack of support for carers - too many women are being held back.

The FSU is fighting to change that. Through our gender equity campaign, we're working to expose the barriers, hold employers to account, and drive real change across our sector.

Below, we break down six key barriers that continue to entrench gender inequity in finance - and show why action is urgently needed.

Six barriers to gender equity

Pay inequity remains entrenched in the finance sector

Despite years of awareness, the gender pay gap persists. Women are overrepresented in lower-paid roles and teams, while jobs that attract higher rates of pay, incentives and bonuses remain male-dominated. Pay systems and promotion decisions (including market-based rates or performance bonuses) lack transparency and often reinforce inequality, further disadvantaging women.

Workplace culture continues to disadvantage women

Workplace norms such as long hours, presenteeism, and in-office mandates disproportionally impact women - especially those with caring responsibilities. Sexual harassment and discrimination remain under-reported, while unconscious bias still shapes recruitment and career development (such as who is seen as 'leadership material').

Inconsistent support for flexible work and caring responsibilities

Flexible work is now more common but remains inconsistent, often limited to lower-paid and junior roles. Senior part-time positions are rare, while in-office mandates disproportionately affect women with caring responsibilities. Full-time office requirements for leadership create indirect structural discrimination, deterring women from these roles. Spending much of a career in part-time, low-paid work has lasting effects on both career progression and financial security.

Lack of accountability and transparency

Public reporting of gender pay gaps through the Workplace Gender Equality Agency (WGEA) is a positive step, but reporting alone won’t drive change. From 2026, large employers (500+ staff) must set and publish three targets - at least one numeric - to reduce gender inequality. Targets and accountability work, but real progress also requires transparency in pay rates and clear criteria for salary ranges tied to skills and outcomes.

Intersectionality and compounded disadvantage

Women who are also First Nations, culturally diverse, LGBTQ+, or living with disability face additional layers of disadvantage. These intersecting barriers are often invisible in workplace equity strategies, meaning the most marginalised women are left out of conversations about progress. Gender equity strategies must actively examine intersectionality and provide additional support for workers affected by compounded disadvantage.

Leadership remains dominated by men

Women remain underrepresented in senior and executive roles, with many stalling in middle management. The “glass ceiling” persists, reinforced in some institutions by a “boys’ club” culture that limits opportunities. This is known as vertical segregation. While the finance sector is gender balanced overall, most workers in the top quartile of earners are men (64%), while most in the bottom quartiles are women (67%).

Turning momentum into change

Smashing the gender pay gap

Our Smashing the gender pay gap campaign aims to reduce the gender pay gap one worker, one employer at a time so that women can fully and equally participate in the workforce.

Learn more

Breaking taboos

We’re Breaking taboos by advocating for workplace policies that support those affected by menopause and menstruation and breaking the stigma surrounding it.

Learn more

Frequently asked questions

Gender equality is the end goal: a world where everyone has the same rights, opportunities and outcomes, regardless of gender.

Gender equity is the process we use to get there. It recognises that different people face different barriers, so achieving fairness means taking targeted action - like improving parental leave, supporting carers, or addressing the gender pay gap. Equity is about creating a playing field where equality becomes possible.

If you’ve experienced sexual harassment at work - whether recently or in the past - you can contact the FSU Member Rights Centre on 1300 366 378 for confidential advice and support. We can help you understand your rights, explore your options, and take action if you choose to.

For immediate support, you can contact 1800RESPECT on 1800 737 732.

If the campaign brings up difficult feelings or experiences, we encourage you to talk with a trusted family member or friend. For urgent, confidential assistance, you can call 1800RESPECT (1800 737 732).

Where can I go for advice or to make a complaint?

You can seek support or lodge a complaint through the following organisations:

Australian Human Rights Commission – humanrights.gov.au
Respect Victoria – 03 9096 9501 or respectvictoria.vic.gov.au
Queensland Human Rights Commission – qhrc.qld.gov.au/complaints
Anti-Discrimination NSW – 1800 670 812 or antidiscrimination.nsw.gov.au
SafeWork SA – safework.sa.gov.au
Equal Opportunity Commission WA – wa.gov.au/organisation/equal-opportunity-commission
Equal Opportunity Tasmania – antidiscrimination.tas.gov.au
Northern Territory Anti-Discrimination Commission – adc.nt.gov.au/complaints
ACT Human Rights Commission – hrc.act.gov.au

What if I feel unsafe in my workplace?

If you believe your workplace is unsafe, please contact the FSU Member Rights Centre on 1300 366 378 or email [email protected] for support.

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The Finance Sector Union respectfully acknowledges the Traditional Owners of the land on which we live and work, and pay respect to First Nations Peoples and their Elders, past and present.