Gender Equality Action Plan
Continue to employ, internally grow and develop women in leadership and senior management roles.
- A professional development program
Support a group of identified female leaders into higher levels of leadership.
- ‘Skip’ conversations
Encourage communication and discussion between leaders and their indirect reports at least once a year.
- Flexible work practices
Make this consistent across the organisation by developing a communications and advocacy campaign on flexible workplace practices.
- Extended leave / return to work support plan
Develop a plan to include agreement on how the employee would like to be engaged while they are on extended leave.
- Shadow for a day (or longer)
Offer employees the opportunity to shadow their supervisor/manager or team leader once a year or more often.
- Succession planning
Continue to progress with identifying successors for roles.
- Job advertisements
Review job ads to ensure gender neutral language is used and ensure transparency around new appointments
- Increase networking opportunities
Make accessible for all employees across the organisation
- Establish goals and targets
Make these actions measurable to track progress