How we developed this Gender Equality Action Plan

Gender Equality data analysis

The Gender Equality Act 2020 requires DPC to collect and report data on gender equality in the workplace against seven key indicators, which represent the areas where workplace gender inequality persists and where progress towards gender equality must be demonstrated.

  1. Gender composition of the workforce
  2. Gender composition of the Board
  3. Gender pay equity
  4. Workplace sexual harassment
  5. Leave and flexibility
  6. Recruitment and promotion
  7. Gendered work segregation

DPC’s 2021 workplace gender audit was based on annual workforce data as at 30 June 2021 and included relevant results from the 2021 People Matter Survey. The audit included gender-disaggregated data analysis mapped against the seven workplace gender equality indicators, and considered intersectionality where possible. A summary of the key findings and insights from DPC’s workplace gender audit is presented at Attachment A.

Consultation with stakeholders

The Gender Equality Act 2020 requires defined entities to undertake meaningful consultation and engagement with their governing bodies, employees, employee representatives and other relevant people to inform the development of their Gender Equality Action Plan.

  1. DPC’s first round of consultation involved briefing the DPC Board of Management, Executive teams, Group Senior Advisers and People & Culture on DPC’s key obligations under the Gender Equality Act 2020.

DPC also facilitated a series of workshops with People & Culture, the Gender Equality Working Group, DPC managers and staff, Staff Network representatives, and CPSU representatives and delegates to discuss the results of the workplace gender audit and identify strategies and actions for improving workplace gender equality across the department. The staff workshops were supplemented by an anonymous online survey to examine employee perceptions and experiences of gender equality in the workplace.

  1. The second round of consultation focused on seeking feedback on the proposed strategies and actions from the DPC Board of Management, Gender Equality Working Group, the CPSU and key business units responsible for implementing the action plan to seek feedback.

The clear priorities that emerged from consultation included workforce diversity, gender pay equity, managing unconscious bias, flexible working practices, career development opportunities and eliminating negative workplace behaviours.

Stakeholder consultation

  • DPC Board of Management
    • DPC Executives
  • DPC People & Culture
  • DPC Gender Equality Working Group
  • DPC Managers and Staff (including Staff Network representatives)
  • CPSU Representatives and Delegates


DPC mapped and analysed each workplace gender equality indicator, where possible, by Aboriginality, age, disability, cultural background, religion, and sexual orientation. DPC also engaged with members of key staff networks to participate in the consultation process including the DPC Enablers Network, the Aboriginal Staff Network, the LGBTIQ+ Network and the VPS5 Network.

The plan seeks to improve workforce diversity across all levels of the workforce, establish inclusive recruitment practices, create a safe, respectful, and inclusive workplace, and improve our data collection to better understand and address intersectional gender inequality in the workplace.