We have developed this Gender Equality Action Plan in response to the Gender Equality Act 2020 to promote and foster intersectional gender equity and inclusion at the City.
Appendix one Appendix two Establishing a baseline Executive summary Gender Equality Action Plan Glossary Indicator five Indicator four Indicator one Indicator seven Indicator six Indicator three Indicator two Introduction Leading and resourcing Mayor's message Meaningful consultation and engagement Our plan of action The case for change
In this document, we recognise the strong progress we’ve made to date on (binary) gender equity at the City, while also acknowledging that there is work still to do – particularly with respect to the employment and inclusion of a more diverse cohort of people of all genders. To that end, this plan examines some of the gaps in our data and addresses intersectional equity: it’s not all about binary gender equity.
This plan has been developed in line with existing plans and polices in our strategic planning framework, helping us to amplify the impact of our initiatives and minimise duplication.
This plan predominantly focuses on our workforce efforts. However, it is not possible to make material progress on any of these indicators without promoting gender equality, dismantling gendered stereotypes and norms, and addressing structural barriers such as: access to affordable child care; distribution of unpaid domestic duties; mental loads; and inequities across industries.
Our Gender Equality Action Plan
Clever and creative vision: By 2047, Greater Geelong will be internationally recognised as a clever and creative city that is forward looking, enterprising and adaptive and cares for its people and environment.
Goal: Undertake reasonable and material action to achieve gender equality across our workforce and the clever and creative ways we care for our people and environment.
Key success factor: A coordinated approach to gender mainstreaming.
Targets
- Material reasonable progress towards gender equality in the workplace.
- Promotion of gender equality in the way we develop programs, policies, and services that have a direct and significant impact on the public.
- Promotion of intersectional gender equality in clever and creative ways.
We are committed to creating an inclusive organisation that supports and encourages its employees to do their best work, with equal access to opportunities and a just working environment.
We make this commitment with our customers and community in mind, knowing that our customers will be better understood and our services more innovative when we are a mature, inclusive and diverse organisation.
The City of Greater Geelong Inclusion and Diversity Roadmap, 2021.
Gender equality indicators and objectives
We have developed a series of objectives designed to address the relevant gender equality indictors (see below). Under each of these objectives sits a range of initiatives we will implement between now and 2025 (see page 26 for more detail).
| Gender equality indicator | Objectives* | |
|---|---|---|
| Indicator 1 | Gender composition of workforce | 1.1 Strengthen gender equitable and representational composition of workforce. |
| 1.2 Improve organisational capacity to measure and monitor gender composition and intersectional identifiers of our candidates, recruits and employees. | ||
| Indicator 2 | Gender composition of governing body | 2.1 Increase number of women, gender non-binary people and people from diverse backgrounds nominating for Council elections. |
| Indicator 3 | Gender pay parity | 3.1 We will continue to strengthen our commitment to gender equality by delivering on pay parity by 2028. |
| Indicator 4 | Workplace sexual harassment | 4.1 Our workplace is free from sexual harassment, bullying and discrimination. |
| Indicator 5 | Recruitment and promotion | 5.1 Our organisation is recognised for providing a thriving and inclusive workplace that supports and encourages employees to do their best work, have equal access to opportunities and a just working environment. |
| Indicator 6 | Leave and flexibility | 6.1 Equitable leave and flexible working arrangements will support all employees to design working arrangements that best suit their lives and aspirations. |
| Indicator 7 | Gender workforce segregation | 7.1 We are recognised as an organisation with a strong culture of inclusion and as a champion for gender equality. |
* Refer to our pages on the indicators for the initiatives we’re planning to implement to address each objective.
In this section
Appendix one Appendix two Establishing a baseline Executive summary Gender Equality Action Plan Glossary Indicator five Indicator four Indicator one Indicator seven Indicator six Indicator three Indicator two Introduction Leading and resourcing Mayor's message Meaningful consultation and engagement Our plan of action The case for changePage last updated:
We are glad that you find this page helpful!
Submitting feedback... Please wait.
An error occured! Please try again.
Feedback submitted successfully!
Thank you for your feedback. We value your input and will use it to improve our services.