Gender composition of governing body.
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
2.1 Increase number of women and gender non-binary people nominating for council elections
According to the Victorian Local Governance Association’s (VLGA) latest figures, women make up just under 44 percent of Victorian councillors, compared to a national average of 35 percent. Our Council currently is made up by 35 percent women, but the state government is aspiring for 50/50 representation by 2025. We aim to support more women and gender non-binary people to nominate for the next local government election.
Objective 2.1.1
Support and adopt specific programs that aim to increase the number of women and diverse candidates at the upcoming local government election (50/50 by 2025)
We have supported community organisations to build awareness about the role of local governments and democracy, including Women in Local Democracy (WILD). They have undertaken several initiatives designed to support women of all ages to get involved in local democracies by nominating, supporting nominees, and facilitating networks where women of all ages can come together to discuss their aspirations and hopes for the region. We are committed to expanding these efforts to support women and gender non-binary people from underrepresented groups to get involved and have a voice.
| Ref | Workforce Initiative | Lead | Support | Timeframe |
|---|---|---|---|---|
| 2.1.1a | Provide community grants for community organisations supporting new candidates | Chief Financial Officer Goverance | Community Grants and Partnerships | Long |
Objective 2.1.2
Strengthen councillor understanding of intersectional gender inequalities
As our councillors are elected and re-elected, we will continue to provide support, updates, comprehensive induction and professional development opportunities.
By ensuring that our councillors are up-to-date with our progress in incorporating intersectional gender analysis in our programs, policies and services will help them engage with, and champion, equality with our constituents and stakeholders across the Greater Geelong region.
| Ref | Workforce Initiative | Lead | Support | Timeframe |
|---|---|---|---|---|
| 2.1.2a | Provide training, support and capacity building for councillors aimed at increasing understanding of intersectional gender equality, diversity and social equity | Talent, Capability and Employee Experience | Mayor and Councillor Support | Ongoing |
| 2.1.2b | Showcase programs, policies and services that have undertaken and incorporated Gender+ impact assessments and recommendations | Talent, Capability and Employee Experience | Organisation Design, Enterprise Change Management | Ongoing |
Objective 2.1.3
Improve access to more inclusive and agile systems and supports that enable more women and gender non-binary people to undertake their duties as councillors
We are currently undergoing transformational organisational change to support agility, creativity, innovation and service excellence. Key activities planned include a systemic and strategic review of departmental structure and processe in order to embed a new Target Operating Model. This will improve the way we work with each other and the way we serve the community, and will include more inclusive and responsive supports for our councillors.
| Ref | Workforce Initiative | Lead | Support | Timeframe |
|---|---|---|---|---|
| 2.1.3a | Undertake future mapping to identify services and equitable supports that will improve councillor work/life balance | Organisation Design, Enterprise Change Management | Mayor and Councillor Support, Talent, Capability and Employee Experience | Long |
| 2.1.3b | Incorporate inclusive supports, in accordance with the Council Expenses Policy, that will assist councillors of all genders and backgrounds to undertake their roles more equitably and flexibly | Goverance | Mayor and Councillor Support | Short-to- medium |
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:
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