The Workplace Gender Equality Agency (WGEA) published its first gender pay gap report Tuesday, releasing data on nearly 5,000 private sector employers in Australia.

WGEA, an Australian government agency responsible for improving gender equality in the workplace, published the base salary and total renumeration median gender pay gaps for employers with at least 100 employees. According to WGEA CEO Mary Wooldridge, the target range for employers’ median gender pay gaps is between -5 percent and 5 percent. She stated, “This range allows for normal business fluctuations and employee movements, while signifying that an employer has a focus on identifying and addressing inequalities and is taking action to ensure there is gender equality throughout the organization.” The agency found that 62 percent of employers’ pay gaps are above that range and in favor of men, and that only 30 percent of employers have a median gender pay gap within the target range. The remaining 8 percent fall below -5 percent and are in favor of women.

The report comes one year after the Workplace Gender Equality Amendment bill passed Parliament, revising the original 2012 legislation. The goal of the reforms was to address the country’s gender pay gap by increasing employer transparency and encouraging companies to take action. The report on Tuesday marks the first time such data has been published as a result of the legislation.

Equal pay was enshrined in Australian law over 50 years ago with the 1969 Equal Pay Case. The decision accepted the principle of “equal pay for equal work,” but acknowledged the difficulties in applying the concept to practice. Gender segregation has proven to be one such difficulty, as the division of men and women among various industries remains one of the main factors contributing to the gender pay gap today. According to WGEA, its report is designed to highlight such concerns, as it publicizes the variation in the  gender pay gap across different industries. “The release of employer gender pay gaps marks a historic step towards transparency and accountability in addressing gender inequality,” Minster for Women Katy Gallagher said. “Transparency and accountability are critical for driving change.”

Multiple countries have introduced similar legislation requiring transparency from employers. Canada has implemented Equi’Vision, an employment equity tool that requires private-sector employers to report information, including pay gap data, every year. In the UK, research has shown that such transparency requirements have positively impacted the gender pay gap. “The gender pay gap is a widely used, internationally recognized measure for gender equality,” Wooldridge stated. “Change takes action and employers need to double down on ensuring all employers are fairly represented and equally valued and rewarded in their workplace.”