Applying intersectionality to Gender Equality Action Plans


Defined entities will continue to develop and refine their implementation plans to make meaningful progress across the key indicators over the next four years. The following information provides some guidance to support organisations to progress their work by considering intersectionality in ongoing consultation and adapting strategies and measures across key indicators.



Amanda calls for senior leaders to succession plan and promote Aboriginal and Torres Strait Islander women into their roles within the next 5 years.

Heather discusses how identified gaps, for example where older women are being excluded, should be addressed with actionable plans.

Nevena suggests better training for HR staff on how to handle harassment complaints from trans and gender diverse women.

Case study

Read how this defined entity, responsible for urban planning, followed the 6-step process to complete their GEAP and how they worked through their Gender Equality Audit Data.