Strategy focus Action** 3. Innovation to In place Gender equality forms part of the agency’s innovation agenda. embed gender Learning and development opportunities are appropriate and equitable. equality in 2017 to Appropriate to the agency’s size and needs, develop a tailored program of personnel practices to promote gender employment 2019 equality and the aims of the Strategy, with the assistance of our service provider. practices Work with our service provider in reviewing recruitment, retention and performance management practices to drive gender equality, including: building organisational capability to address unconscious bias; and committing to appropriate gender balance on selection panels as appropriate. Work towards meeting the criteria of the Workplace Gender Equality Agency (WGEA) of Choice for ‘Employer Gender Equality’ citation having regard to the Office’s considerations. 4. Increased take-up 2017 to Review current roles and adopt a by default’ approach having regard to the Office’s considerations. ‘flexible of flexible work 2019 Ensure flexible arrangements are not detrimental to an employee’s career progression and well-being where arrangements by applicable. men and women Flexible work arrangements, approaches and policies to be equally available and applicable to men and women. Develop and implement a return to work framework for working parents that also encourages more men and women to use parental leave provisions. 5. Measurement and 2017 to Evaluate current gender balance across classifications and work areas. This includes appraising organisational evaluation 2019 culture and reviewing programs, policies, guidance and training to address unconscious bias. Review performance assessment processes and performance indicators across all levels of management to ensure a range of skills are valued and rewarded. Leaders, managers and supervisors to engage in honest conversations with their staff about progress towards gender equality and workplace flexibility having regard to the Office’s considerations. Monitor progress against the Government’s 50 per cent board representation target at both agency level and individual board level where applicable. Provide data to the Australian Public Service Commission and the Office for Women as requested. Monitor progress against actions taken under the Strategy and adjust approach as required. ** Timing of all actions are referred to in calendar years.
Strategy focus Action** 3. Innovation to embed gender equality in employment practices In place Gender equality forms part of the agency’s innovation agenda. Learning and development opportunities are appropriate and equitable. 2017 to 2019 Appropriate to the agency’s size and needs, develop a tailored program of personnel practices to promote gender equality and the aims of the Strategy, with the assistance of our service provider. Work with our service provider in reviewing recruitment, retention and performance management practices to drive gender equality, including: building organisational capability to address unconscious bias; and committing to appropriate gender balance on selection panels as appropriate. Work towards meeting the criteria of the Workplace Gender Equality Agency (WGEA) ‘Employer of Choice for Gender Equality’ citation having regard to the Office’s considerations. 4. Increased take-up of flexible work arrangements by men and women 2017 to 2019 Review current roles and adopt a ‘flexible by default’ approach having regard to the Office’s considerations. Ensure flexible arrangements are not detrimental to an employee’s career progression and well-being where applicable. Flexible work arrangements, approaches and policies to be equally available and applicable to men and women. Develop and implement a return to work framework for working parents that also encourages more men and women to use parental leave provisions. 5. Measurement and evaluation 2017 to 2019 Evaluate current gender balance across classifications and work areas. This includes appraising organisational culture and reviewing programs, policies, guidance and training to address unconscious bias. Review performance assessment processes and performance indicators across all levels of management to ensure a range of skills are valued and rewarded. Leaders, managers and supervisors to engage in honest conversations with their staff about progress towards gender equality and workplace flexibility having regard to the Office’s considerations. Monitor progress against the Government’s 50 per cent board representation target at both agency level and individual board level where applicable. Provide data to the Australian Public Service Commission and the Office for Women as requested. Monitor progress against actions taken under the Strategy and adjust approach as required. ** Timing of all actions are referred to in calendar years.
IGT-Gender-Action-Plan.docx