Through our gender equality action plan, we aim to foster an inclusive culture where all are valued equally.
Gender equality action plan
Our vision statement
People of all genders play a key role in the success of our commission. We aim to foster an inclusive culture where all are valued equally.
Why gender equality is important
Women have historically experienced discrimination and disadvantage based on their sex and gender and we aim to work towards rectifying this in our workplace using the strategies and measures outlined in this plan.
In addition to gender inequality, intersectional attributes such as Aboriginality, age, disability, ethnicity, gender identity, race, religion, and sexual orientation can heighten discrimination. We see this as an important issue for the commission in both our approach to regulation and the way we work. Our Gender Equality Action Plan complements the commitments we have made to consider, include and support these groups in our 'Getting to fair' strategy.
We support and consider the gender equality principles set in developing and implementing our actions within this plan.
Gender Equality Action Plan 2021–25
Key highlights from our 2021 baseline audit
- We have 78 (50.6 per cent) women and 76 (49.4 per cent) men.
- At executive level, we have four men and one woman.
- Governing body gender split is equal between men and women.
- Remuneration for women is higher than men at our most senior levels.
- Mean remuneration begins to reverse at the VPS5 level and below.
- No reported incidents of sexual harassment in the workplace.
- 89 per cent of People Matter survey respondents believe that gender is not a barrier to success.
- There was no significant gender imbalance in recruitment, higher duties or internal promotions.
- Eight women and seven men took parental leave in 2020–21.
- Having family and caring responsibilities is not seen as a barrier to success, with over 90 per cent responding favourably to those questions in the People Matter survey.