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Focus Area 1: Promote equality in the composition of our workforce

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Priority 1: Improve data capture and analysis to monitor, report and drive improvement

Action 1.1.1

  • Complete 2023 workforce gender audit through examining workforce data and employee experience data against the gender equality indicators 
  1. Timeframe: February 2023
  2. Accountability: PES, SW

Progress Measure:

  • Data supplied to Commission for Gender Equality in the Public Sector by Feb 2024
  • Gender Audit Summary Report 2023 published

Action 1.1.2: 

  • Plan and develop the school gender equality survey biennially through the School Staff Survey
  1. Timeframe: November 2023
  2. Accountability: PES, PSP

Progress Measure:

  • Survey developed and deployed in July 2023
  • Results compiled to complete the gender audit

Action 1.1.3

  1. Collect identity data of participants in department facilitated career development, leadership and professional learning programs 
  2. Timeframe: November 2023
  3. Accountability: PES, the Academy

Progress Measure:

  • Culturally safe data collection processes implemented from 2023

Action 1.1.4

  • Develop and execute a communication strategy that includes actions to promote and improve rates of self-identification in department systems to improve reporting accuracy 
  1. Timeframe:  June 2024
  2. Accountability: PES

Progress Measure:

  • Increase staff self-identification by 3% by June 2024

Priority 2: Align key policies and practices with business planning processes to promote gender equality and inclusion

Action 1.2.1

  • Evaluate the governance improvement pilot – diversity considerations in decision making (Culture, People and Integrity Committee)
  1. Timeframe:  June 2024
  2. Accountability: PES

Progress Measure:

  • Complete end of year evaluation by December 2023 and end of pilot evaluation by June 2024

Priority 3: Embed inclusive recruitment and career development opportunities for all staff to have the same opportunities to progress

Action 1.3.1

  • See action 1.1.4 - Develop and execute a communication strategy that includes actions to promote inclusive recruitment strategies and resources
  1. Timeframe:  June 2024
  2. Accountability: SW, PES

Progress Measure:

  • Completion rates of the inclusive recruitment eLearn should reflect that at least one member of every selection panel for VPS appointments has completed the module by June 2024
  • Increase in the number of school leaders completing the inclusive recruitment eLearn 
  • VPS and school HR policies and guidance reviewed

Action 1.3.2

  • Investigate gender balance in school leaderships roles, including consideration of targets for women
  1. Timeframe:  December 2023
  2. Accountability: SW

Progress Measure:

  • Research completed and advice on targets provided to the School Gender Equality Working Group and the Gender Equality Stakeholder Reference Group by Dec 2023.

Action 1.3.3

  • Drive change in inclusive recruitment practices for every role in corporate and schools
  1. Timeframe: June 2024
  2. Accountability: SW, PES

Progress Measure:

  • Completion rates of the inclusive recruitment eLearn should reflect that at least one member of every selection panel for VPS appointments has completed the module by June 2024 
  • Increase in the number of school leaders completing the inclusive recruitment eLearn 
  • Increased awareness of inclusive recruitment strategies through embedding resources and prompts in recruitment processes for corporate and schools

Action 1.3.4

  • Expand teacher re-engagement support services 
  1. Timeframe: June 2024
  2. Accountability: SW

Measure:

  • Support services identified and implemented

Action 1.3.5

  • Ensure that promotion of corporate and school roles highlight the availability of flexible work options for employees, including the option for candidates to request arrangements that would suit them 
  1. Timeframe: June 2024
  2. Accountability: PES, SW

Progress Measure:

  • Increase in the uptake of flexible work options across all VPS classification levels
  • Increase in the number of part time appointments in school leadership roles • School flexible work policy reviewed
  • Initial scoping of initiatives to support increased flexibility in school-base roles completed

Action 1.3.6

  • Evaluate and analyse SW workforce initiatives (e.g. Career Start Pilot) using available gender disaggregated and diversity data to best support gender and diversity promotion in the teaching workforce 
  1. Timeframe:  February 2024
  2. Accountability: SW

Progress Measure:

  • Evaluation completed and recommendations provided to policy and program leads

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