Gender Equality at the Department of Transport and Planning

Our Gender Equality Action Plan (GEAP) 2022–2025 (see below), launched when we were the Department of Transport (DoT), sets out a clear vision:

A workplace culture of that is free from sexual harassment, everyday sexism, and gender stereotypes.
A workforce culture that is reflective of the diversity that exists in the Victorian community, and where gender pay equity is a reality.

Department of Transport Gender Equality Action Plan 2022-2025

PDF 2.16 MB

Our Plan builds on our Inclusion and Diversity Strategy (2020–2023) and aligns with the Women in Transport Strategy 2021–2024 (see below). It also fulfils our obligation under the Gender Equality Act 2020(opens in a new window), which requires public sector organisations to take meaningful action to improve workplace gender equality.

Women in Transport Strategy 2021-24

PDF 1.53 MB

Our GEAP was informed by a comprehensive gender audit, including employee feedback from the 2021 People Matter Survey, consultation across the department, and research conducted in partnership with RMIT and funded by the Commission for Gender Equality in the Public Sector.

Key focus areas within our GEAP

Our commitment

We’re embedding responsibility for gender equality throughout DTP, with clear goals and systems to track progress.

Our environments

We’re creating policies, processes and physical spaces that support the recruitment, promotion, and retention of women, transgender, non-binary, and gender diverse people, and we’re working towards gender pay equity.

Our culture

DTP has a culture that actively promotes gender equality and prevents sexual harassment and everyday sexism in the workplace. Employees who disclose experiences of gender-based violence are believed and supported.

Our talent

We’re increasing the representation of women—including those from priority diversity cohorts—and non-binary people across all roles, especially in areas traditionally over-represented by men, and in senior leadership.

Our community

A culture of gender equality extends across all transport industry programs, both internal and external facing.

DTP Gender Equality Progress Report

1 July 2021 to 30 June 2023

The Department of Transport and Planning (DTP) is obligated under the Gender Equality Act 2020, to report on gender equality progress every two years. For the period 1 July 2021 to 30 June 2023, DTP reported positive progress on all seven gender equality indicators:

gender composition at all levels of the workforce
gender composition of governing bodies
gender pay equity
workplace sexual harassment
recruitment and promotion
leave and flexibility
gendered workforce segregation.

The Commissioner for Gender Equality in the Public Sector has confirmed that both the progress audit and report are compliant with requirements under the Gender Equality Act 2020.

Gender Equality Action Plan (GEAP)

DTP’s GEAP was launched in September 2022, and comprises 19 strategies, to be delivered by 2025. As of 30 June 2023, 16 strategies were reported as in progress or ongoing. Below is a summary DTP progress in the first two years implementing our GEAP.

DTP Gender Equality Action Plan Progress- Summary

Focus areas	Key outputs	Progress indicators
Accountability for achieving gender equality	DTP's Startegic Plan includes gender equality goals A dedicated DTP Gender Equality Team has been established	104 DTP Executives had Performance Plans with gender equality KPIs.
Inclusive recruitment and gender pay equity	96 employees completed I&D Fundamentals and Unconscious Bias training Flexible, inclusive job descriptions introduced Gender-balanced interview panels implemented 50% gender target for executive shortlists	DTPs mean base gender pay gap reduced from 11.8% to 5/1% in 2023
Culture and gender equity	DTP celebrated four key events focused on gender equality and 700 people attended tjhe 2023 International Womens Day An all-staff Respectful Behaviours Program that integrates an intersectional gendered lens was developed	People Matter Survey 2023 results improved - with 85% (79% in 2021) of respondents agreeing with the statement: 'There is a positive culture within my organisation in relation to employees of differnt sexes/genders!'
Workforce gender diversity	DTP's People Management System now captures diversity data for intersectional reporting Divisonal Business Planning includes gender equality goals	Representation of women emplyed at DTP increased from 44% to 45%
Gender equality and the transport sector	Delivered the industry-wide Women in Transport (WiT) Program Matched 500+ mentee-mentor pairs theorugh the WiT Mentorship Program Awarded six $30,000 WiT Leadership Development Scholarships for postgraduate study related to transport and planning	80% of WiT Leadership Development Scholarship recipients have advanced in their career.

Gender Impact Assessments (GIAs)

DTP completed 13 GIAs on required policy, services, and programs that have a direct or significant impact on the public in the reporting period 1 July 2021 to 30 June 2023.
Three programs reported undertaking an action following the GIA (Delivering the Tram Plan, Preparing the network for next Generation Trams Program and, Support for Seafarers, under More Piers, Jetties and Opportunities).
For example, under the Tram Plan, the safety works will be designed to accommodate for the specific needs of women and gender diverse people on public transport. Watch a video on undertaking a GIA on the tram plan.