1. Be fluent
Become well versed in the language of gender equality. Be able to articulate the business case for change and what it means for everyone in your team.
Your leaders look to you to demonstrate the APS Values and deliver the strategic objectives of your agency. Be open-minded and positive when faced with the challenges of building flexible and diverse teams. Ensure you have explored all possibilities before declining requests for flexible work arrangements. Ask yourself: 'if not, why not?'.
3. Be a sponsor
Create pathways for promotions by ensuring all employees have access to development opportunities regardless of their gender or working arrangements. Mentor people in your team who may not be putting themselves forward and give regular encouragement and feedback on performance.
4. Change the culture
As a manager of people you play a major part in defining the culture of your agency. Your everyday behaviours are important in building a culture of inclusion, so be mindful of the example you set for those around you. Put yourself in the shoes of your team members and look at the workplace through their eyes. Ask yourself if you are building a culture in your team that is inclusive, respectful and fair.
The APS Values, Employment Principles and Code of Conduct prohibit discrimination on the basis of gender. However, hidden bias underlying our behaviours and decisions can disadvantage people. Educate yourself and all members of your team through unrecognised bias training. Stamp out discriminatory language by arming yourself with the ability to recognise bias whenever it appears, and with the tools to change any biased attitudes taking hold in your team.
6. Be accountable
You must strive to achieve the targets set by your agency and be transparent in reporting against your performance in meeting them. Honest and timely reporting will drive the necessary focus, resources and capability required to build a high performing workforce.