Consultation and engagement
A summary of the consultation and engagement actions taken
Listening to our people
We consulted staff and stakeholders prior to developing the Gender Equality Action Plan. We engaged a facilitator to conduct workshops, ensuring people’s safety and wellbeing during participation.
All staff were invited to participate. We encouraged people of all ages, gender identity, cultural background, sexual orientation, people with a disability, male allies, and Aboriginal and Torres Strait Islander people to influence the vision for gender equality in our workplace.
We administered a survey for people who couldn’t attend a workshop, providing an option to contribute anonymously.
Consultation | Participation | Discussion |
Workshop for staff
|
14 people December 2021 |
Workplace gender audit Views and experiences Vision for gender equality |
Workshop for managers
|
10 people December 2021 |
Workplace gender audit Views and experiences Vision for gender equality |
Internal staff survey
|
15% participation January 2022 |
Views and experiences Anonymous comments |
Meeting of the Executive
|
5 people January 2022 |
Workplace gender audit results Staff and manager insights Leadership vision for gender equality Recommendations |
We consulted stakeholders from the Community and Public Sector Union (CPSU) and the Victorian Commission for Gender Equality in the Public Sector to ensure the Gender Equality Action Plan meets expectations. A CPSU staff representative was present during the staff workshop.
The strategies and measures in our GEAP are based on evidence. Drafts were shared during development, to ensure collective agreement and commitment.
What people said
We asked what values would support gender equality in our organisation.
People said:
- “Respect, integrity, human rights and inclusion”
- “Walking the talk, words and actions”
- “Courage, empathy, care and dignity”
We asked which symbols would support gender equality in our organisation.
People said:
- “Gender neutral language”
- “Women in management and senior leadership roles”
- “Flexible work and fewer fixed-term roles”
We asked what behaviours would support gender equality in our organisation.
People said:
- “It’s psychologically safe to share ideas and voice opinions”
- “People actively use and promote flexible work and parental leave”
- “Human resourcing and promotion opportunities are transparent”
Indicators and insights
Ongoing collaboration
Following publication, the Commissioner will communicate the GEAP to all staff during the all-staff forum and via internal digital channels. Progress updates will be provided at quarterly staff forums and published on our website every two years in line with reporting obligations.