Research and develop strategies to assist staff with caring CSG, responsibilities in terms of career progression and retirement informed by Q3 2017 income. policy areas All 30 per cent of staff to participate in relevant APSC training Q4 2017 managers Meet the criteria of the Workplace Gender Equality Collaborate with Agency’s Q4 2019 EMG/CSG the APSC and the of Choice for Gender ‘Employer Equality’ citation Workplace Gender Equality Program Agency Work with NGO partners and suppliers to embed gender Q4 2019 and equality practices Services Group Promote examples and benefits of flexible work arrangements which challenge assumptions about how work should be done All Q4 2017 and how jobs are designed managers Adopt a by approach and appropriate supports Expand and ‘flexible default’ All for managers Q4 2017 promote flexible managers work Profile male and female SES or Senior Managers who currently arrangements. Q4 2017 CSG work flexibly to encourage uptake across the Department Review framework for working parents to encourage men to use CSG/ all parental leave provisions Q4 2017 managers Gender Equality Increase female Aboriginal and Torres Strait Islander Establish and and Diversity representation at the SES level. Q4 2019 EMG meet gender Stretch Targets equality and Increase percentage of women at SES Band 2 level from 43 per cent to 50 per cent. Q4 2019 EMG diversity stretch targets across all Maintain an equal representation of gender for culturally and levels and linguistically diverse SES. Q4 2019 EMG
Research and develop strategies to assist staff with caring responsibilities in terms of career progression and retirement income. Q3 2017 CSG, informed by policy areas Collaborate with the APSC and the Workplace Gender Equality Agency 30 per cent of staff to participate in relevant APSC training Q4 2017 All managers Meet the criteria of the Workplace Gender Equality Agency’s ‘Employer of Choice for Gender Equality’ citation Q4 2019 EMG/CSG Work with NGO partners and suppliers to embed gender equality practices Q4 2019 Program and Services Group Expand and promote flexible work arrangements. Promote examples and benefits of flexible work arrangements which challenge assumptions about how work should be done and how jobs are designed Q4 2017 All managers Adopt a ‘flexible by default’ approach and appropriate supports for managers Q4 2017 All managers Profile male and female SES or Senior Managers who currently work flexibly to encourage uptake across the Department Q4 2017 CSG Review framework for working parents to encourage men to use parental leave provisions Q4 2017 CSG/ all managers Gender Equality and Diversity Stretch Targets Establish and meet gender equality and diversity stretch targets across all levels and Increase female Aboriginal and Torres Strait Islander representation at the SES level. Q4 2019 EMG Increase percentage of women at SES Band 2 level from 43 per cent to 50 per cent. Q4 2019 EMG Maintain an equal representation of gender for culturally and linguistically diverse SES. Q4 2019 EMG
gender_equality_action_plan.docx