areas over the life of the Strategy. DSS Executive commit to the Panel Pledge which requires them Ensure gender to only participate as panellists/speakers in those events where Q1 2017 EMG balance when women are participating in a meaningful way; and establish a nominating communication campaign Departmental Q3 2017 CSG representation. Use and maintain a Board Representation Register. Q3 2017 CSG Provide specialised leadership and career development EMG/ all programs that support the progression of women and men into Q3 2017 Ensure managers senior leadership roles. opportunities for leadership and All selection career panel progression Use mechanisms in recruitment campaigns and selection members Q2 2017 processes that address unconscious bias and regardless of gender over the recruitment life of the delegates Strategy. Develop SES exchange programs for functional areas affected Q3 2017 EMG by gender balance Innovate for Review retention, development and performance management CSG Gender Equality practices to identify areas for innovation in personnel practices Q4 2017 Develop and and Diversity in All selection promote a ‘think employment panel differently, work practices Ensure gender and diversity balance on recruitment selection members differently’ Q1 2017 panels and approach to our recruitment personnel delegates practices. Develop a digital strategy that supports flexible working CSG arrangements Q3 2017
areas over the life of the Strategy. Ensure gender balance when nominating Departmental representation. DSS Executive commit to the Panel Pledge which requires them to only participate as panellists/speakers in those events where women are participating in a meaningful way; and establish a communication campaign Q1 2017 EMG Use and maintain a Board Representation Register. Q3 2017 CSG Q3 2017 CSG Ensure opportunities for leadership and career progression regardless of gender over the life of the Strategy. Provide specialised leadership and career development programs that support the progression of women and men into senior leadership roles. Q3 2017 EMG/ all managers Use mechanisms in recruitment campaigns and selection processes that address unconscious bias Q2 2017 All selection panel members and recruitment delegates Develop SES exchange programs for functional areas affected by gender balance Q3 2017 EMG Innovate for Gender Equality and Diversity in employment practices Develop and promote a ‘think differently, work differently’ approach to our personnel practices. Review retention, development and performance management practices to identify areas for innovation in personnel practices Q4 2017 CSG Ensure gender and diversity balance on recruitment selection panels Q1 2017 All selection panel members and recruitment delegates Develop a digital strategy that supports flexible working arrangements Q3 2017 CSG
gender_equality_action_plan.docx