Eliminate systemic Review all HR programs Undertake regular staff unconscious bias and practices to surveys to test efficacy of remove systemic biases culture change initiatives Include people from Staff are supportive of diverse backgrounds in revised HR processes the review and design Publish outcomes by gender of HR processes and other diversity measures Investigate options Monitor participation rates for unconscious bias in relevant training programs or diversity and inclusive work practices training Ensure all recruitment panel members have undertaken unconscious bias or similar training Increase representation of Proactively engage Workforce dashboard report women from diverse stakeholder groups in provided to Executive Board, backgrounds in the workforce recruitment activities People Committee and by identifying talent from to encourage a diverse Inclusion and Diversity diverse recruitment pools pool of applicants Committee for monitoring Retention and Promotion Encourage a range of work Develop a framework Undertake regular staff styles for Group Action Plans surveys to test efficacy of that specifically culture change initiatives highlights the need People Branch report on for a broad range of outcomes through People work styles Committee to the Executive People Branch report Board to the Executive Board or Inclusion and Diversity Committee on ways to encourage and manage diverse work styles Invest in PM&C data Create a data Quarterly reports through the analytics capability to analytics framework People Committee to the focus on gender equality and that analyses and Inclusion and Diversity broader inclusion and reports on gender Committee that are published diversity measurements equality and other on the Department’s intranet diversity measurements Data informs reporting to the Publish information Secretaries’ Equality and within the Department Diversity Council relating to Reporting informs the recruitment outcomes, development and performance data, and implementation of workforce high profile plans and other people opportunities that strategies include gender and other workforce metrics
Eliminate systemic unconscious bias Review all HR programs and practices to remove systemic biases Include people from diverse backgrounds in the review and design of HR processes Investigate options for unconscious bias or diversity and inclusive work practices training Ensure all recruitment panel members have undertaken unconscious bias or similar training Undertake regular staff surveys to test efficacy of culture change initiatives Staff are supportive of revised HR processes Publish outcomes by gender and other diversity measures Monitor participation rates in relevant training programs Increase representation of women from diverse backgrounds in the workforce by identifying talent from diverse recruitment pools Proactively engage stakeholder groups in recruitment activities to encourage a diverse pool of applicants Workforce dashboard report provided to Executive Board, People Committee and Inclusion and Diversity Committee for monitoring Retention and Promotion Encourage a range of work styles Develop a framework for Group Action Plans that specifically highlights the need for a broad range of work styles People Branch report to the Executive Board or Inclusion and Diversity Committee on ways to encourage and manage diverse work styles Undertake regular staff surveys to test efficacy of culture change initiatives People Branch report on outcomes through People Committee to the Executive Board Invest in PM&C data analytics capability to focus on gender equality and broader inclusion and diversity measurements Create a data analytics framework that analyses and reports on gender equality and other diversity measurements Publish information within the Department relating to recruitment outcomes, performance data, and high profile opportunities that include gender and other workforce metrics Quarterly reports through the People Committee to the Inclusion and Diversity Committee that are published on the Department’s intranet Data informs reporting to the Secretaries’ Equality and Diversity Council Reporting informs the development and implementation of workforce plans and other people strategies
PMC-Gender-Equality-Action-Plan-Final.docx