Strategies and measures

Indicator 1: Gender composition of all levels of the workforce

Outcomes

• Gender equality is front of mind across the organisation
• Our workforce is gender equal, diverse and inclusive
• We counter the compounded effects of intersectional inequality

Strategies

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• 1.1 Monitor gender equality in a simple and transparent way

  Outputs and measures

  Dashboard created

  Dashboard indicators set

  Shared quarterly

  Timeframe

  Year 1

  Responsibility

  Governance and Corporate
  

• 1.2 Agree our approach to achieving and maintaining optimal gender composition

  Outputs and measures

  Agreed approach to goals
  (use of KPIs, targets, quotas)

  Agreed approach to correction where necessary

  Accountability embedded in Executive performance plans

  Timeframe

  Year 1

  Responsibility

  Executive Management Group
  

• 1.3 Fill data gaps on intersectionality

  Outputs and measures

  3 new datasets collected (cultural identity, religion and sexual orientation) in line with the People Matter Survey strategy

  Timeframe

  Year 2

  Responsibility

  People and Analytics
  

• 1.4 Celebrate all genders

  Outputs and measures

  Internal event and communications on International Women’s Day, Wear it Purple Day, Pride March and International Men’s Day

  Timeframe

  Year 1

  Responsibility

  Capability and Inclusion

  Outputs and measures

   

  Timeframe

   

  Responsibility

   
  

   

   
  

Indicator 2: Gender composition of the governing body

Outcomes

• The Commission’s strategic direction is equally influenced by men, women and people with self-described gender
• We value advice that upholds our culture of service

Strategies

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• 2.1 Commit to gender balance on the advisory board

  Outputs and measures

  50/50 representation of men and women

  Broader gender diversity over time

  Timeframe

  Year 1

  Responsibility

  Commissioner
  

• 2.2 Select contemporary members to the advisory board

  Outputs and measures

  Advice considers gendered impact on customers and community

  Advice supports progress on gender equality

  Timeframe

  Year 1

  Responsibility

  Governance and Corporate

Indicator 3: Equal remuneration for work of equal or comparable value across all levels, irrespective of gender

Outcomes

• We are conscious of the dynamic pay gap
• We use evidence to close the gender pay gap across all levels
• We offer equal pay for equal work
• The overall pay gap is eliminated by 2023

Strategies

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• 3.1 Monitor the gender pay gap as it change

  Outputs and measures

  Dashboard indicators shared quarterly

  Timeframe

  Year 1

  Responsibility

  Governance and Corporate
  

• 3.2 Design key decision points to eliminate overall gender pay gap

  Outputs and measures

  Recruitment and remuneration procedures reviewed

  Agreed criteria for objectivity in remuneration

  % annual reduction in pay gap

  Goal set to eliminate overall pay gap by 2023

  Timeframe

  Year 1

  Responsibility

  Deputy Commissioner
  

• 3.3 Set acceptable tolerance for pay gap variation per level

  Outputs and measures

  3 tolerances agreed, maintained and decreased over time

  +/- X% at VPS 3-5 level

  +/- X% at VPS 6 level

  +/- X% at Executive level

  Work-level pay disparities are analysed and corrected

  Timeframe

  Year 1

  Responsibility

  People and Analytics

  Commissioner to privately monitor Executive pay gap
  

• 3.4 Create a culture where work is shared openly

  Outputs and measures

  Collaborative project initiation

  Human resource costs embedded in project plans

  Access to work samples

  Timeframe

  Year 1

  Responsibility

  Project Pipeline Group

Indicator 4: Sexual harassment in the workplace

Outcomes

• People know what to do if they experience or witness sexual harassment
• There is reduced occurrence of sexual harassment
• People feel safe and respected at work

Strategies

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• 4.1 Show zero tolerance for sexual harassment

  Outputs and measures

  Commissioner statement scripted (similar to VSB) and read when appropriate

  For example, when sharing People Matter Survey results.

  Timeframe

  Year 1

  Responsibility

  Commissioner
  

• 4.2 Publish clear information for staff on the intranet

  Outputs and measures

  New content and tools for staff (sexual harassment and other negative behaviours)

  Number of staff who know it’s there (usability testing)

  Page analytics

  Timeframe

  Year 1

  Responsibility

  Communications and engagement
  

• 4.3 Increase proficiency in managing sexual harassment

  Outputs and measures

  1 new item added to manager’s checklist

  Manager confidence score (tested)

  Number of occurrences, discussions, complaints, reports

  Timeframe

  Year 1

  Responsibility

  Capability and inclusion
  

• 4.4 Determine why negative behaviours occur and why complaints aren’t made

  Outputs and measures

  Monitor and analyse incidences or occurrences

  Discuss where possible, confidentially or anonymously

  Timeframe

  Year 1

  Responsibility

  Deputy Commissioner

Indicator 5: Recruitment and promotion practices in the workplace

Outcomes

• Recruitment and promotion practices are fair and unbiased
• People steer their own development
• We design for gender diversity and inclusion

Strategies

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• 5.1 Agree our approach to merit in recruitment

  Outputs and measures

  Common understanding Consistent and transparent application of gender and intersectional lens

  Timeframe

  Year 1

  Responsibility

  Deputy Commissioner
  

• 5.2 Apply a human-centred design approach to women’s development

  Outputs and measures

  Learning and development offerings designed by women for women and self-described

  Participant satisfaction

  Timeframe

  Year 2

  Responsibility

  Senior Leadership Group
  

• 5.3 Review attraction and recruitment practices to remove gender bias and promote gender diversity

  Outputs and measures

  Policies, processes and assets improved

  Number of position descriptions edited for inclusive language

  Improved gender balance and diversity at each stage

  Timeframe

  Year 1

  Responsibility

  Capability and Inclusion
  

• 5.4 Invite, encourage and reward use of contemporary employment practices

  Outputs and measures

  Review documentation to be more inclusive

  All requests considered for reasonable adjustments, special measures, flexible work or job sharing

  Timeframe

  Year 1

  Responsibility

  Deputy Commissioner
  

• 5.5 Support intersectional people to rise here

  Outputs and measures

  Custom development

  Higher duties opportunities

  Employees recruited using special measures

  Timeframe

  Year 1

  Responsibility

  Executive Management Group

Indicator 6: Availability and utilisation of terms, conditions and practices relating to family violence leave, flexible working arrangements and working arrangements supporting workers with family or caring responsibilities

Outcomes

• Flexible work is the norm in our workplace, right to the top
• People feel supported to balance their professional, family and community responsibilities
• A person’s career progression is not limited by their work arrangement

Strategies

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• 6.1 Show support for part-time and flexible work at higher levels

  Outputs and measures

  Managers and Executives utilise flexible work in some way and communicate that they are doing so

   

  Timeline

  Year 1

  Responsibility

  Executive Management Group

  Communication and Engagement
  

• 6.2 Invest in technology that enables flexible and hybrid work

  Outputs and measures

  Enabling video conferencing technologies to support hybrid working

  Staff uptake of new technologies

  Timeline

  Year 1

  Responsibility

  Governance and Corporate
  

• 6.3 Champion flexible work by overcoming practical challenges

  Outputs and measures

  Champion appointed

  Organisational record of problems and solutions

  Upwards report including recommendations for improvement

  Timeline

  Year 1

  Responsibility

  Volunteer
  

• 6.4 Foster positive mental health and wellbeing by encouraging gender equal use of leave

  Outputs and measures

  People report feeling comfortable to request flexibility

  Utilisation of personal leave, parental leave

  Parental leave and part-time work promoted to men

  Timeline

  Year 1

  Responsibility

  People and Analytics
  

• 6.5 Raise awareness of who can use family violence leave and when

  Outputs and measures

  Communication items

  Timeline

  Year 1

  Responsibility

  Governance and Corporate
  

• 6.6 Revise the VPSC accessibility action plan with focus on support for employees in line with Getting to work

  Outputs and measures

  New plan from 2022

  Timeline

  Year 2

  Responsibility

  Governance and Corporate

Indicator 7: Gendered segregation in the workplace

Outcomes

• Our management team is gender equal
• We challenge gender norms and stereotypes
• Women and people of self-described gender are supported to lead in public and professional forums
• Policy and practice support societal progress toward gender equality

Strategies

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• 7.1 Commit to gender equal composition of managerial team at VPS 6 level

  Outputs and measures

  50/50 men and women

  Gender diversity and intersectional diversity is represented

  Timeline

  Year 2

  Responsibility

  Executive Management Group
  

• 7.2 Design attraction and recruitment to encourage men to apply for professional and clerical roles

  Outputs and measures

  PD’s revised with gender inclusive language

  Gender balance of applicants

  Timeline

  Year 3

  Responsibility

  Volunteer
  

• 7.3 Provide support for women and gender diverse people to promote the Commission and its work at events

  Outputs and measures

  Events attended

  Panels served

  Speaking notes and presentations on file

  Timeline

  Year 3

  Responsibility

  Communications and Engagement
  

• 7.4 Apply principles of gender equality in procurement

  Outputs and measures

  Added to selection criteria

  Timeline

  Year 1

  Responsibility

  Governance and Corporate
  

• 7.5 Embed gender impact assessments in new policies

  Outputs and measures

  Built into project pipeline

  Assessments for new strategies and policies

  Timeline

  Year 1

  Responsibility

  Project Pipeline