The analysis attributes 37% of the overall gap to lower rates of pay in occupations and industries where women are more likely to be employed, pointing to workforce gender segregation. Gendered assumptions about workforce participation, including who takes parental leave and who provides unpaid care for family members, are estimated to account for 26%. The remaining 55% is attributed to other gender‑related influences, including discrimination and factors that are difficult to isolate in the data. HILDA data also indicate differences in employment arrangements. Women comprise 48% of employed people nationally, but 66.5% of part‑time workers and 39.8% of full‑time workers. Women are more likely than men to work on a casual basis or to limit weekly hours, with flow‑on effects for earnings, superannuation balances, and promotion opportunities. These developments point to closer, data‑based oversight of workforce structures and pay, with gender equality metrics increasingly considered alongside prudential requirements, conduct frameworks, ESG reporting, and talent strategy.