Use this page from our website to find out more about how your firm can develop and implement strategy and policy around Gender Equality, as well as action items you might want to consider using and some additional research materials for you to use. Use the navigation buttons at the top of this page.
Developing a Gender Equality Strategy
In a Strategy project sponsored by the the University of Melbourne and the Centre for Workplace Leadership, they state that "An overarching gender equality strategy is important to ensure that discrete initiatives are complementary and working towards the overall goals of promoting gender equality in the workplace and supporting the organisation’s business priorities".
They add that is is further important for the strategy to consider
Context: outline the organisation’s industry setting, overall business strategy, values and principles, tailored business case for investing in gender equality, supporting data and assessment of the current state of the organisation.
Key focus areas: determine the organisations key focus areas (such as leadership, communication pay equity flexible working, capability and culture - a complete list of key focus areas is available in the strategy document - then select priorities and outline action for each in relation to objectives, specific responses, enablers, risks and barriers, outcomes and barriers, and measurement of impact.
Timeframe: sequence actions for each objective over the next two to three years and decide on who is responsible for implementing and measuring the ongoing action.
The culmination of the strategy process is to develop a policy, which has been approved by the firm, has ownership and has responsibilities for implementation, measuring and monitoring.
In our annual reporting AusLSA focus on 'Policy' and many of our member firms have already developed an underlying strategy to support their individual policies.
Our 2019 member results reinforced findings from our previous reports that a very high proportion of AusLSA members are taking positive steps to improve the gender equity in their workplaces. Eighty eight percent of respondents have a gender equity policy, which is similar to last year’s result, and remaining firms are implementing a Diversity and Inclusion policy which address many common issues. This year an additional ten percent of firms decided to publish their gender equality policies signifying an increasing level of policy commitment and transparency.
We understand, however, that some of our members may not know where to start, and some members might light some additional tips on developing strategy and policy, and we hope to provide some help and tools from this page.
more to come.... work in progress...