Changes you could make as an individual
Changes you could make as an organisation
WGEA Case Studies
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 an 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
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
Create a mentoring program for up-and-
coming female leaders
Start a women’s network
Offer specific development opportunities
to female leaders
Increase super contributions for women
Implement organisational quotas for
gender equality
Create a campaign around the importance
of gender equity
Create a Male Champions of Change group
Implement a program to support
parents and carers
Offer crèche facilities
Acknowledge the effectiveness of
differing leadership styles
Offer flexible working opportunities
for all staff
Implement a wellbeing program that
measures and improves social capital
Create an awareness campaign around
sexual harassment
Create a culture that rewards outcomes
not hours worked
Conduct a gender pay gap analysis
Fund childcare services for your employees
Self-audit board and leadership teams
for gender equality
Implement a strategy to improve the gender
balance of your board and senior
leadership team
Start the process to becoming an Employer
of Choice for Gender Equality
Implement measures to ensure all employees
have the same access to career progression
Offer maternity leave development
and support programs
Implement a pay parity policy
Educate line managers on ways to support
women during maternity leave
Implement strategies to improve
work/life balance
Implement an unbiased recruitment process
– remove candidate names from resume
screening process
Implement paid paternity leave
Create male and female gender
equality champions
Re-design processes and systems to
remove unconscious bias
Collect data on organisational culture through
an employee opinion survey
Actively promote the benefits of flexible work
arrangements to all employees
Create gender KPI’s for line managers linked
to reward outcomes
Celebrate and highlight successful women
leaders in your organisation/industry
Provide unconscious bias training for all staff
Create a forum for employees to openly
discuss gender equality
Implement strategies which support job share arrangements
Host and event to celebrate International
Women’s Day
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. Here are some examples:
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. Here are some examples:
Supporting parents and carers
Stockland has developed a program to support parents and carers, including on-site childcare and advanced parental leave benefits...
Conducting a gender pay gap analysis
HESTA’S pay gap analysis initiated a raft of actions that have helped increase the equity of...
Developing female leaders
Griffith University has used the two-year Leneen Forde Future Leadership Program to help develop the leadership capacity of female staff.
Recruiting women into IT
MYOB’s in-house 16-week DevelopHer program successfully trained three women who had no previous experience of IT to a level where...
Working flexibly in a large company
NAB has developed a self-service flexible working intranet site where employees can manage their formal or informal flexible working...
Challenging male stereotypes
Benetas is using flexibility and primary carer’s leave as a drawcard to recruit more men into healthcare.
Introducing men to a career in caring
Mercy Health is working to recruit more young men as nurses or carers to help prepare for...
Attracting women to a male-dominated industry
St Barbara’s strategy of target setting, supported by regular monitoring, measuring and reporting...