We're sharing early findings from our research project, Setting, implementing and achieving gender equality targets. The research looks at how gender equality targets can work in the Victorian public sector. This project is funded by the Commission, and led by Professor Michelle Ryan, Director of the Global Institute for Women’s Leadership at the Australian National University.
The research team have completed the first round of interviews with staff from participating duty holders. They have also tested their early findings at a forum. The forum included both research participants and representatives from other duty holders. Below are the early findings of the project.
What makes gender equality targets work
Clear, measurable targets can help drive change. They help organisations set priorities, track progress, and stay accountable. But targets alone aren’t enough. They need four key supports to succeed:
- good data systems
- intersectional thinking
- strong leadership
- staff engagement and communication.
1. Good data systems make targets real
Good data is one of the most powerful tools to support gender equality. Organisations that collect detailed and accurate information, especially about different groups of employees, are better at:
- finding problems
- tracking change
- seeing if targets are being met.
Some organisations set targets to improve survey participation and data collection. Trust grows when organisations support staff to complete surveys and share survey results openly.
What works:
- using dashboards to track progress towards targets or goals
- getting more people to complete surveys through strong communication and leadership
- collecting data that shows how gender and other forms of disadvantage (e.g. due to race or disability) intersect
- teaching leaders and staff how to understand data and use data to meet targets.
2. Intersectional thinking makes strategies more inclusive
Organisations that use an intersectional approach have more success. This means looking at how different types of disadvantage compound. This approach helps make gender equality efforts fair and effective.
Key strategies include:
- working with staff networks to shape targets and actions. Some examples are LGBTQIA+ or disability groups
- updating policies with inclusive language
- making sure gender equality work fits with other diversity plans. This makes the work more relevant to staff. It helps avoid siloed workstreams.
What works:
- creating inclusive action plans that reflect different staff experiences
- setting up staff-led advisory groups
- embedding gender equality into wider diversity and inclusion work
- making sure training and resources reflect real staff needs.
3. Strong leadership and resources turn goals into action
Change happens when leaders get involved and take action. Voicing support is not enough. Organisations are better at delivering on their plans when they have:
- clear targets
- dedicated teams
- funding
- clear governance.
One effective strategy is linking gender equality targets to executive performance goals. This improves accountability. Leaders should ensure that resources and staff time are given to meeting targets and goals.
What works:
- giving clear roles and responsibilities to senior leaders
- linking executive performance goals to gender equality targets
- backing up commitments with staff, time and funding
- getting boards involved and setting up strong governance processes to track progress on targets.
4. Engaged staff and regular communication build momentum
Targets are more likely to be met when staff are involved in the process. Working groups and targeted programs help create a sense of ownership and shared responsibility.
Clear and regular communication helps too. Especially when it celebrates progress towards targets and shows how the work benefits everyone.
What works:
- involve staff from the start, especially those from underrepresented groups
- engage men as allies in inclusive ways
- use simple, honest communication that highlights progress towards targets
- show how gender equality connects to the organisation’s values and purpose.
Key takeaways
Gender equality doesn’t happen overnight. To make real progress, organisations should:
- set clear targets and goals
- use good data
- work with an intersectional mindset
- invest in leadership and resources
- involve their people.
More information
You can read more about the project in our news article: 2024 research grant awarded(opens in a new window).
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