1. Be accountable
Be responsible for creating and maintaining a gender inclusive culture in your workplace. Be bold in setting visible targets and own the results and outcomes of gender equality measures in your agency.
2. Take stock
Conduct an honest appraisal of how gender inclusive your workplace culture
is. Take a thorough look at the culture of your organisation by conducting a diagnostic audit. This will help to highlight gaps and barriers.
3. Remove barriers
Once you know the gaps and barriers, then you can act to remove them. Ensure your agency has the resources, training, policies and processes in
place that are needed to ensure everyone has the same opportunity to realise their potential.
Through taking stock, you have captured a baseline that will help you continuously to evaluate and measure your progress. Build meaningful metrics into management performance reviews that will reflect
gender equality outcomes.
Make gender equality part of everyday discussions within your agency. Weave key messages into all-staff emails and group and division meetings. Advocate regularly for gender equality through informal discussions with peers and employees. Use your influence as a
leader and keep the conversation going.
Be a role model for gender equality through your own behaviours as a leader. Set the tone for your senior leadership team through genuine and transparent advocacy. If you have caring responsibilities, make them visible to your staff and colleagues.
Put appropriate feedback mechanisms in place to keep you connected to all levels of your workforce. Hear the experiences and challenges facing men and women as they navigate flexible work arrangements, seek opportunities or simply let you know what's working and what isn't. Be a gender equality
8. Be reflective
Continuously ask yourself if you are doing everything you can as a leader to drive gender equality in your agency. Are your actions and decisions likely to result in an inclusive and talented workforce? Are you building a work culture that normalises diversity and flexibility?
Are you mindful of the impact of unconscious bias on decisions, and do you put mechanisms in place to mitigate this?
9. Celebrate the wins
Convey the successes of your journey to all stakeholders. Let staff know the benefits of a diverse workforce and flexible work arrangements. Share your innovations
and ideas with fellow agencies. Celebrate your agency's progress with employees.