Dashboard created
Dashboard indicators set
Shared quarterly
Year 1
Governance and Corporate
Agreed approach to goals
(use of KPIs, targets, quotas)
Agreed approach to correction where necessary
Accountability embedded in Executive performance plans
Year 1
Executive Management Group
3 new datasets collected (cultural identity, religion and sexual orientation) in line with the People Matter Survey strategy
Year 2
People and Analytics
Internal event and communications on International Women’s Day, Wear it Purple Day, Pride March and International Men’s Day
Year 1
Capability and Inclusion
50/50 representation of men and women
Broader gender diversity over time
Year 1
Commissioner
Advice considers gendered impact on customers and community
Advice supports progress on gender equality
Year 1
Governance and Corporate
Dashboard indicators shared quarterly
Year 1
Governance and Corporate
Recruitment and remuneration procedures reviewed
Agreed criteria for objectivity in remuneration
% annual reduction in pay gap
Goal set to eliminate overall pay gap by 2023
Year 1
Deputy Commissioner
3 tolerances agreed, maintained and decreased over time
+/- X% at VPS 3-5 level
+/- X% at VPS 6 level
+/- X% at Executive level
Work-level pay disparities are analysed and corrected
Year 1
People and Analytics
Commissioner to privately monitor Executive pay gap
Collaborative project initiation
Human resource costs embedded in project plans
Access to work samples
Year 1
Project Pipeline Group
Commissioner statement scripted (similar to VSB) and read when appropriate
For example, when sharing People Matter Survey results.
Year 1
Commissioner
New content and tools for staff (sexual harassment and other negative behaviours)
Number of staff who know it’s there (usability testing)
Page analytics
Year 1
Communications and engagement
1 new item added to manager’s checklist
Manager confidence score (tested)
Number of occurrences, discussions, complaints, reports
Year 1
Capability and inclusion
Monitor and analyse incidences or occurrences
Discuss where possible, confidentially or anonymously
Year 1
Deputy Commissioner
Common understanding Consistent and transparent application of gender and intersectional lens
Year 1
Deputy Commissioner
Learning and development offerings designed by women for women and self-described
Participant satisfaction
Year 2
Senior Leadership Group
Policies, processes and assets improved
Number of position descriptions edited for inclusive language
Improved gender balance and diversity at each stage
Year 1
Capability and Inclusion
Review documentation to be more inclusive
All requests considered for reasonable adjustments, special measures, flexible work or job sharing
Year 1
Deputy Commissioner
Custom development
Higher duties opportunities
Employees recruited using special measures
Year 1
Executive Management Group
Managers and Executives utilise flexible work in some way and communicate that they are doing so
Year 1
Executive Management Group
Communication and Engagement
Enabling video conferencing technologies to support hybrid working
Staff uptake of new technologies
Year 1
Governance and Corporate
Champion appointed
Organisational record of problems and solutions
Upwards report including recommendations for improvement
Year 1
Volunteer
People report feeling comfortable to request flexibility
Utilisation of personal leave, parental leave
Parental leave and part-time work promoted to men
Year 1
People and Analytics
Communication items
Year 1
Governance and Corporate
New plan from 2022
Year 2
Governance and Corporate
50/50 men and women
Gender diversity and intersectional diversity is represented
Year 2
Executive Management Group
PD’s revised with gender inclusive language
Gender balance of applicants
Year 3
Volunteer
Events attended
Panels served
Speaking notes and presentations on file
Year 3
Communications and Engagement
Added to selection criteria
Year 1
Governance and Corporate
Built into project pipeline
Assessments for new strategies and policies
Year 1
Project Pipeline