It is unfortunate that there is so much to be done, but with the opportunity for change comes tremendous potential. It is easy for all individuals and organisations to get involved with a simple pledge to make a change, big or small, that collectively will have a big impact across 100 Days for Change. All positive and practical change is good and change does not need to be on a grand scale to be important. It could be anything from offering to mentor an aspiring female leader to increasing your organisations super contribution for female employees. Regardless of the nature of the change, the intention is that all changes will come into effect during the 100 Days for Change. Included below are some further examples of practical and achievable changes you could make.

How can you be involved?

It is easy to fall into the mindset that change is only important at an organisational or industry level but in fact it is up to all of us to change our own thoughts and behaviours to reflect the broader changes we would like to see. As part of the 100 Days for Change there are many important changes you can make as an individual. 

Changes you could make as an individual

It is easy to fall into the mindset that change can only really happen at a state or national level but there is in fact so much that can be done by individual organisations and indeed employees within those organisations. As part of the 100 Days for Change there are many important changes your organisation can make.

Changes you could make as an organisation


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Workplace Gender Equality Agency [WGEA]​

WGEA Toolkit​

Australian Human Rights​

National Centre for Women & IT​

Australian Public Sector​

UN Women​

Equality Right Alliance​

Chief Executive Women​

Create a mentoring program for up-and-coming female leaders​

Implement strategies to improve work/life balance​​

Start a women’s network​

Increase super contributions for women​

Create male and female gender equality champions​​

Implement organisational quotas for gender equality​

Re-design processes and systems to remove unconscious bias​​

Create a campaign around the importance of gender equity​

Offer specific development opportunities to female leaders​

Implement paid paternity leave​​

Celebrate and highlight successful women leaders in your organisation/industry​​

Offer flexible working opportunities for all staff​​

Provide unconscious bias training for all staff​​

Implement a wellbeing program that measures and improves social capital​​

Create a forum for employees to openly discuss gender equality​

Create an awareness campaign around sexual harassment​

Self-audit board and leadership teams for gender equality​​

Fund childcare services for your employees​​

Conduct a gender pay gap analysis​​

Host and event to celebrate International Women’s Day​​

Implement strategies which support job share arrangements​​

Create a culture that rewards outcomes not hours worked​​

Collect data on organisational culture through an employee opinion survey​​

Implement a pay parity policy​​

Start the process to becoming an Employer of Choice for Gender Equality​​

Educate line managers on ways to support women during maternity leave​​

Offer maternity leave development and support programs​​

Implement measures to ensure all employees have the same access to career progression​​

Acknowledge the effectiveness of differing leadership styles​​

Offer crèche facilities​

Implement a program to support parents and carers​​

Create gender KPI’s for line managers linked to reward outcomes​​

Actively promote the benefits of flexible work arrangements to all employees​​

Create a Male Champions of Change group​

Implement a strategy to improve the gender balance of your board and senior leadership team​​

Implement an unbiased recruitment process – remove candidate names from resume screening process​​

Offer to mentor or coach an up-and-coming female leader in your organisation or industry

Connect female leaders in your organisation with industry role models

Host a networking function for women in your organisation or industry

Spend some time supporting a female colleague in her career aspirations

Connect with men and women in your network to discuss gender equity and equality

Host an event to discuss gender equality in your organisation or industry

Reach out with a new opportunity to a female leader in your network

Run a campaign to attract female leaders to your organisation or industry

Be more aware of how your words and actions affect those around you

Do some research into the benefits of gender equity and tell others

Publically recognise the efforts and achievements of a female leader you admire

Congratulate a female leader on a job well done

Stand up to and call out discriminative behaviour in your workplace

Support a family member or friend to progress her career

Talk to your children about the importance of gender equality

Let your employer know you support gender equality and encourage them to make change

Promote the concept of change to other people in your network, organisation or industry

Here are some examples you could make as an Individual:​

Here are some examples you could make as an Organisation:​

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