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.