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

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

Action 1.1

Undertake analysis and reporting of workforce composition by gender, diversity and representation regularly.

  • Timeframe: December 2022
  • Accountability: People and Executive Services
  • Measure:
    • Workforce composition information by gender captured regularly (every 2 years).
    • Results of gender equality questions analysed and inform the action plan implementation.

Action 1.2

Address gaps in the gender equality audit data, including intersectionality by exploring feasibility of enhanced data relating to flexible work, recruitment, career progression and development opportunities in the next audit.

  • Timeframe: September 2022
  • Accountability: People and Executive Services; the Academy
  • Measure:
    • Workforce composition information by gender captured regularly (every 2 years).
    • Results of gender equality questions analysed and inform the action plan implementation.

Action 1.3

Plan and develop the school gender equality survey biennially.

  • Timeframe: September 2022
  • Accountability: People and Executive Services; Policy, Strategy and Performance; Schools and Regional Services
  • Measure:
    • Workforce composition information by gender captured regularly (every 2 years).
    • Results of gender equality questions analysed and inform the action plan implementation.

Action 1.4

Undertake research to understand barriers to self-identification and make recommendations.

  • Timeframe: December 2022
  • Accountability: People and Executive Services
  • Measure:
    • Workforce composition information by gender captured regularly (every 2 years).
    • Results of gender equality questions analysed and inform the action plan implementation.

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

Action 1.5

Review policies related to recruitment, professional development, secondment, and higher duties to ensure equity of access.

  • Timeframe: December 2022
  • Accountability: People and Executive Services
  • Measure: All relevant policies reviewed.

Action 1.6

Embed gender equality and diversity actions into strategic and business plans, processes and templates.

  • Timeframe: September 2022
  • Accountability: People and Executive Services; Policy, Strategy and Performance
  • Measure:
    • Strategic plan includes gender equity and diversity
    • Group and division business plans include gender equality and diversity activities.

Action 1.6 - continued

Incorporate gender and diversity considerations into school policy template and guidance.

  • Timeframe: June 2022
  • Accountability: People and Executive Services
  • Measure: Gender and diversity are included in templates and guidance.

Action 1.7

Formalise the accommodation policy and guidelines with the intent to embed universal design principles in corporate workspaces.

  • Timeframe: May 2022
  • Accountability: People and Executive Services
  • Measure: Accommodation policy and guidelines approved and available on the intranet.

Action 1.8

Develop a VPS Workforce Plan to detail the future workforce needs.

  • Timeframe: May 2022
  • Accountability: People and Executive Services
  • Measure: VPS workforce plan and resources developed, Groups and Authorities engaged on plan and framework.

Action 1.9

Implement and monitor plans to support gender equality, diversity and inclusion.

  • Timeframe: December 2022
  • Accountability: Schools and Regional Services; People and Executive Services; Schools and Regional Services
  • Measure: Implementation of Wirrnalung Ganai, Aboriginal Employment Plan, Disability Employment Plan and People Strategy.

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

Action 1.10

Build awareness, understanding and adoption including enhance awareness on inclusive recruitment and development processes and shifting gender norms and stereotypes through embedding inclusive recruitment in Teacher Financial Incentive initiative.

  • Timeframe: June 2022
  • Accountability: Policy, Strategy and Performance
  • Measure: Inclusive recruitment is embedded in initiatives.

Action 1.10 - continued

Build awareness, understanding and adoption including enhance awareness on inclusive recruitment and development processes and shifting gender norms and stereotypes through traineeships created for priority and vulnerable cohorts.

  • Timeframe: December 2022
  • Accountability: Policy, Strategy and Performance
  • Measure:
    • Improvement in ‘Gender is not a barrier to success in my organisation or school’ and intersectional questions.
    • Improvement in ‘My organisation or school makes fair recruitment and promotion decisions, based on merit’.

Action 1.10 - continued

Build awareness, understanding and adoption including enhance awareness on inclusive recruitment and development processes and shifting gender norms and stereotypes through investigating gendered and intersectional experience of teachers during professional journey and impact on professional opportunities.

  • Timeframe: December 2022
  • Accountability: Policy, Strategy and Performance
  • Measure:
    • Improvement in ‘Gender is not a barrier to success in my organisation or school’ and intersectional questions
    • Improvement in ‘My organisation or school makes fair recruitment and promotion decisions, based on merit’.

Action 1.11

Review training and resources related to fair recruitment practices, particularly in terms of gender and intersectionality.

  • Timeframe: June 2022
  • Accountability: People and Executive Services
  • Measure: Training and resources reviewed.

Action 1.12

Develop processes to engage more diverse representation on recruitment panels.

  • Timeframe: July 2022
  • Accountability: People and Executive Services
  • Measure:
    • Improvement in ‘I feel I have an equal chance of promotion in my organisation or school’
    • Processes and resources developed.

Action 1.13

Leadership training in workforce planning to include gender equality principles, diversity and inclusion.

  • Timeframe: June 2022
  • Accountability: People and Executive Services
  • Measure: Update the workforce planning module in the Strategic Management for School Leaders program.

Reviewed 11 May 2022

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