Go to top of page

Chapter 5: Measurement and evaluation

Honest and timely reporting will drive the necessary focus, resources, and capability required to achieve gender equality across the APS. Evaluation and measurement will highlight problematic areas in agencies and ensure the sustainability and effectiveness of gender equality initiatives.


  1. Agencies must evaluate their current gender balance across classifications and work areas. This includes appraising organisational culture and reviewing programs, policies, guidance and training to address unconscious bias.
  2. Agencies will review performance assessment processes and performance indicators across all levels of management to ensure a range of skills are valued and rewarded.
  3. Where targets are not being met, leaders, managers and supervisors will engage in honest conversations with their staff about progress towards gender equality and workplace flexibility.
  4. Agencies will monitor their progress against the Government's 50 per cent board representation target, at both agency level and individual board level, providing data to the Office for Women for the annual Gender Balance on Australian Government Boards Report, and as requested.
  5. Agencies will monitor their progress against actions taken under the strategy and adjust their approach as required.
  6. The APSC will evaluate and report on APS progress towards gender equality. Agencies will contribute data to the APSC as required.

Diane Smith-Gander

Chief Executive Women

Gender diversity is a core economic issue. It's the single biggest productivity lever we can pull. We need to move this debate from being a social justice issue to a business economic issue.

Elizabeth Broderick AO
former Sex Discrimination Commissioner

"If men could do one thing to advance gender equality, it would be to make visible their caring responsibilities"

Last reviewed: 
10 July 2019