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Focus Area 2: Reduce the gender pay gap

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Priority 1: Build a strong awareness of the importance and benefits of gender equality and drive the message of responsibility for all

Action 2.1.1

  • See action 1.1.4 - Develop and execute a communication strategy which includes promoting gender equality including gender pay equity
  1. Timeframe: June 2024
  2. Accountability: PES

Progress Measure:

  • Reduction in the pay gap year on year 

Action 2.1.2 

  • Provide and promote gender equity, respectful workplaces and professional development resources and training
  1. Timeframe: June 2024
  2. Accountability: PES

Progress Measure:

  • Respectful workplaces and sexual harassment eLearns reviewed and refreshed by June 2024
  • ‘Professional and Courageous Conversations’ training piloted to VPS managers 
  • Completion rates on compliance eLearns monitored and reported to leaders and principals

Action 2.1.3

  • Audit and analyse sample of Academy Professional Learning data with a gender equality and intersectionality lens to inform an action plan.

Timeframe: June 2024

Accountability: Academy

Progress Measure:

  • Action plan developed

Priority 2: Priority 2: Promote understanding and availability of leave types and flexible working in all roles and levels and for all diverse staff

Action 2.2.1

  • Review and update the flexible work policy for schools.
  1. Timeframe: June 2024
  2. Accountability: SW

Progress Measure:

  • Policy revised and promoted

Action 2.2.2 

  • Support enhanced flexible work arrangements for school leaders
  1. Timeframe: June 2024
  2. Accountability: SW

Progress Measure:

  • Scope additional flexible workplace initiatives to support increased flexibility in school-based leadership roles

Action 2.2.3

  • See action 1.1.4 – Develop and execute a communication strategy that includes actions to promote employee provisions and availability relating to leave and flexible work for both corporate and school employees

Timeframe: June 2024

Accountability: PES, SW

Progress Measure:

  • Reduce the gap between number of women and men accessing parental/caregiver leave 

Action 2.2.4

  • Reduce barriers to job share arrangements for both corporate and school-based employees

Timeframe: June 2024

Accountability: PES, SW

Progress Measure:

  • Guidance developed to facilitate job share arrangements for corporate roles 
  • Increased utilisation of job share arrangements in corporate roles
  • Investigate initiatives to support increased flexibility in school-based roles

Action 2.3.1

  • Develop guidance to support the utilisation of gender pay gap data insights dashboards to support schools and program areas to understand and address their gender pay gap 
  1. Timeframe: September 2023
  2. Accountability: PES, FPIS

Progress Measure:

  • Quick reference guide developed by June 23
  • Develop other support material by September 23
  • Communications promoting the launch released to managers and school leaders

Priority 4 Develop and implement an effective gender impact assessment and reporting processes

Action 2.4.1

  • Develop and roll out the DE process for Gender Impact Assessment (GIA) on policies, programs or services that will have a direct and significant impact on the public and provide guidance, training and support to program areas
  1. Timeframe: February 2024
  2. Accountability: PES

Progress Measure:

  • Rolled out by February 2024

Action 2.4.1

  • Prepare, monitor and review GIAs to ensure assessments consider Aboriginal and diverse staff, are compliant with the Gender Equality Act and identify practice improvement opportunities that will strengthen gender equality outcomes and staff capability.
  1. Timeframe: June 2024
  2. Accountability: PES, SEPS

Progress Measure:

  • 20% of GIAs reviewed

Updated

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