Measuring our impact

Gender equality outcomes framework

The gender equality outcomes framework (the outcomes framework) is a tool that helps us track the impact of our work and our progress towards gender equality over time.

It translates our vision for gender equality into a set of measurable domains, outcomes, indicators and measures. As it matures, the outcomes framework will provide valuable insights to report back to the community.

The domains in the outcomes framework describe our aims for cultural, attitudinal, behavioural and structural change, and the outcomes describe what success looks like for Victorians. They are intentionally ambitious and inspirational.

We will finalise the outcomes framework in consultation with stakeholders. This includes developing:

short, medium and long-term indicators and measures that describe what needs to change to achieve our vision and assess whether we are making progress
information on how to apply the outcomes framework.

During this process, we may refine the proposed set of domains and outcomes.

Figure 5. Gender equality outcomes framework

Our vision: All Victorians live in a safe and equal society, have access to equal power, resources and opportunities, and are treated with dignity, respect and fairness.
Domain 1. Cultural change: Victoria is free from limiting gender norms and is an equal, fair and inclusive place for all genders.
Outcomes
- Victorians do not hold attitudes of gender inequality and discrimination.
- Victorian communities model and promote a commitment to gender equality.
Domain 2. Health and wellbeing: The health and wellbeing of Victorians is not limited by gender.
Outcomes
- Victorians of all genders have equal opportunity to achieve good physical, mental, reproductive and sexual health.
- Health services are effective, gender-responsive, and person-centred.
Domain 3. Safety and respect: All Victorians are safe and treated with respect.
Outcomes
- Victorians are free from gendered abuse, violence and harassment.
- Victorians experience and practise respectful relationships.
Domain 4. Economic equity: The economic rights and opportunities of Victorians are not limited by gender.
Outcomes
- Victorians of all genders are rewarded and recognised equitably for their contributions.
- Participation in education, training and employment is inclusive and equitable for all genders.
- Victorians of all genders have equitable access to economic and material security.
Domain 5. The public sector as a leader: the Victorian Government leads by example and advances reform for gender equality.
Outcomes
- Policy and decision-making considers and accounts for its impact on people of different genders.
- The public sector exemplifies best practice in workplace intersectional gender equality.
Download' Figure 5. Gender equality outcomes framework'

This outcomes framework builds on the work in Safe and strong and Victoria’s gender equality baseline report. As gender equality reform continues to evolve and mature, some aspects of the former outcomes framework are still relevant. We have updated others.

Where possible, the outcomes framework will align and integrate with related measurement tools to report on gender equality progress. It will also align with other Victorian Government outcomes frameworks and strategic plans.

How we will know if we’re achieving gender equality

Measuring success requires us to be specific about what success looks like, what needs to change to get there and how we will know if we are getting there. The outcomes framework will guide this work over the next 4 years.

We will prepare a progress report of this gender equality strategy and action plan after 2 years to assess progress on an aggregated statewide basis. The progress report will be in line with the Gender Equality Act 2020 and tabled in parliament. It will consider the progress of this strategy and the performance and progress of defined entities under the Act in relation to: [1]

their gender equality action plans
gender equality targets and gender equality quotas.

The outcomes framework will also support gender responsive budgeting and the Act, and unify the work of all government departments and agencies towards a common goal.

As we report and track progress, we aim to improve the evidence base of what works to enhance gender equality through research, monitoring, evaluation and learning. We aim to uphold principles of transparency, accessibility and accountability and keep all stakeholders and the wider Victorian community engaged in this important work.

Framework for progress

As part of our requirements under the Gender Equality Act 2020, the domain ‘The public sector as a leader’ serves as the framework for progress on gender equality in public sector workplaces and policies, programs and services, as well as for progress against all domains of the strategy.

It includes workplace gender equality indicators of:

gender composition of all levels of the workforce
gender composition of governing bodies
equal remuneration for work of equal or comparable value across all levels of the workforce, irrespective of gender
sexual harassment in the workplace
recruitment and promotion practices in the workplace
availability and utilisation of terms, conditions, and practices relating to: family violence leave; flexible working arrangements; and working arrangements supporting employees with family or caring responsibilities
gendered segregation within the workplace.

It also includes:

consideration of gender equality in policies, programs and services
focus on gender equality in Victorian Government budgeting.

These indicators are reflective of key drivers and influences on progress towards gender equality in the public sector.

References

[1] Victorian Government, Gender Equality Act 2020, division 2, Victorian Government, 2020. https://www.legislation.vic.gov.au/as-made/acts/gender-equality-act-2020

Updated 24 August 2023