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GEAP - Introduction

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

This plan aligns strongly with previous work we have undertaken to improve gender equality both within our organisation and community – for example our commitment to eliminate violence against women and children gender auditing strengthening women's representation in leadership and gender equity.

In 2019 prior to the introduction of the Gender Equality Act 2020 our Council endorsed our gender equity framework – Ba - gurrk: A gender equity framework for the Greater Geelong Region. Ba - gurrk (which means woman in Wadawurrung language) highlighted our ongoing commitment to promoting gender equality.

Figure 1 shows how this plan fits with our commitment to social economic environmental and cultural equity and sustainability which will inform how we will meet our obligations under the Act.

Figure 1: How the Gender Equity Plan compliments our strategic planning framework

How the Gender Equity Plan compliments our strategic planning

About this plan

The purpose of this document is to:

  • share what we have learnt from both the Gender+ Audit and Gender+ Survey
  • explore challenges we face in doing this work in our context
  • outline how this plan links to work underway more broadly on inclusion equity and diversity and
  • provide a high - level snapshot of the objectives we will employ to promote intersectional gender equity at the City and how that work will be led.

Our Gender Equality Act obligations

To meet our legislative responsibilities we will be undertaking a gender mainstreaming approach to embed long - term sustainable change that is aligned to excellence in workforce and customer management.

We will do this by embedding gender impact assessments across our business planning and reviews of our programs policies and services. We will also aim to make measurable and achievable progress against key intersectional workplace gender equality indicators.


Gender composition of our workforce

Overall gender composition of the organisation

Gender composition of the organisation as a pie chart with self described being 0.04 percent men being 36 percent and women being 64 percent

Workforce by employment basis (full - time part - time casual)

Workforce percentage by employment basis with full - time being 50 - 50 for men and women part - time being 9 - 91 for men and women and casual being 14 - 86 for men and women

Gender composition of our leadership

Leadership by gender being 100 percent male for the CEO role and 48 - 52 percent men to women in the senior leadership roles
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