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...