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GEAP - Leading and resourcing

Our focus on leading and resourcing.

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

Leading

It is a privilege to lead our organisation and workforce as we undergo continuous improvement in all aspects of our operations.

Our employees and volunteers have embraced ambitious goals to meet the challenges and opportunities ahead, and have committed to building an inclusive culture that embeds equitable and sustainable approaches to our people and environment.

Supported by Victorian legislation, the Gender Equality Act 2020, we strive to build an inclusive and enviable organisation comprising a highly talented workforce that will achieve clever and creative outcomes for all our residents and visitors.

As a leader, it is important to embrace different ideas and ways of working and recognise the benefits that gender equality, inclusion, and diversity can bring.

We will be able to design better programs, policies and services if we draw on data, knowledge and the lived experiences of people from a diverse range of backgrounds. By celebrating and embracing different lived experiences, we will create an environment with more equitable workplace practices and a more inclusive and collaborative culture.

As CEO, I am committed to gender equality and inclusion. While we've achieved gender parity across our senior leadership team, we'll continue to look for new ways to break down gender stereotypes and make material progress towards achieving gender equality.

Not only will this help us build an incredible workplace and workforce, but it will also help us make better decisions that will benefit the broader community overall.

Image and signature of CEO Martin Cutter

Embedding social equity

We first adopted Social Equity Principles in 2017 to incorporate evidence planning and design based on demographic data to address socio-economic imbalance in the region.

This work has been further strengthened with identification of six Social Equity Enablers as part of a new Social Equity Framework (currently in draft). We expect this work will provide a solid basis for gender analysis to be embedded within both workforce planning and service design.


Resourcing

The Talent Capability and Employee Experience Department, within the Strategy, People and Performance Directorate, will lead the implementation of the Gender Equality Action Plan, embedding the identified initiatives into our systems and ways of working by working collaboratively across all directorates.

Embedding GIA+ will require resources from 2021 to mid-2023. These resources will be used for training and capacity building and, where necessary, engaging external consultants via the Gender Equality Commission Public Sector panel of providers. The panel provides services to assist with training and the execution of GIAs.

Talent, Capability and Employee Experience is focused on organisational capacity building and has roles specifically focussed on talent, leadership, culture and inclusion and diversity. These include:

  • Manager, Talent Capability and Employee Experience
    The manager will provide oversight of our organisational commitments to embed inclusion and intersectional gender equality into our organisational culture and practice.
  • Senior Lead Inclusion and Diversity (workforce focus)
    The senior lead will oversee the implementation of our organisation’s comprehensive Inclusion Roadmap. The Roadmap is designed to ensure that key plans, such as our Sustainability Framework, include inclusion and gender equality outcomes.

    Our senior lead will oversee the implementation of this Gender Equality Action Plan and GIAs into our Target Operating Model.
  • Gender Equality Consultant (workforce development)
    This officer will work with key stakeholders across the organisation to ensure that our Gender Equality Action Plan is successfully implemented, and work with key stakeholders across the organisation to build capacity in gender analysis and conducting GIA+s
  • Enterprise Change Management Office
    Our Enterprise Project Management Office will oversee our program and projects, ensuring that an intersectional gender lens is applied to all programs, policies and services by conducting GIA+s.
  • Executive Leadership Team
    The Executive Leadership Team will make sure their teams include relevant objectives in their work plans and conduct GIA+s on all relevant programs, policies and services.
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