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Your workplace gender audit results will show if and where your defined entity has areas for improvement in relation to the workplace gender equality indicators. This should inform the strategies and measures included in your GEAP.

What is required

Include the results of your workplace gender audit in your GEAP

The results of your workplace gender audit must be included in your GEAP (s10(1) (a)), and link directly to the strategies and measures included in your GEAP. Your complete workplace gender audit dataset (excluding personal and potentially identifying information) should be included as an appendix to the GEAP. Any key data points should feature in the body of the GEAP alongside the relevant strategies and measures in section 4.

Instructions on how to analyse the results of your workplace gender audit will be included in the workplace gender audit guidance on our website. Further guidance on privacy and confidentiality considerations will be available on our website shortly.

Remove any personal or potentially identifying information prior to publishing your GEAP

Removing personal or potentially identifying information from your GEAP is important to protect the anonymity and safety of your employees. When you submit your GEAP, you must advise the Commissioner whether your GEAP contains any personal information (s51(2)), as defined by the Privacy and Data Protection Act 2014. If your GEAP contains any personal information, you must remove it prior to publishing it on your website (s51(1)(a)). For more information on privacy considerations, visit the data privacy webpage.

Highlight where data gaps currently exist and your plan for building data collection

Your defined entity may have identified through the workplace gender audit that you have insufficient data to support the development of evidence-based strategies or measures for a particular indicator. In this case, you should highlight in your GEAP where these data gaps exist and identify how you will establish a more robust dataset or internal reporting system for these data measures.

Outline key insights from applying an analysis of intersectional gender inequality

Your workplace gender audit results may reveal insights about people for whom gender inequality may be further compounded by disadvantage or discrimination based on Aboriginality, age, disability, ethnicity, gender identity, race, religion, sexual orientation and other attributes.

It is important to analyse these results to understand the organisational factors that may cause intersectional gender inequality. These insights will ideally be outlined in your GEAP alongside the relevant strategies and measures to address any identified trends, and in a way that is sensitive to the safety, privacy and interests of people who experience intersectional gender inequality. It is important to consult with employees who experience intersectional gender inequality or relevant external people or groups about how to outline these insights in a safe and constructive way.

More information about analysing intersectional gender inequality is available on the Leading practice resources page on our website.

Outline any other information sources or data that were considered as part of your GEAP development

You may also have other important information sources that should be considered in shaping your GEAP. For example, from an employee engagement survey, a focus group session, a diversity and inclusion survey, research, complaints data, reports from workplace contact officers, court proceedings or anecdotal information from exit interviews. These are all important to consider in determining which strategies and measures will support you to achieve progress. You may wish to include any additional data points which inform the strategies and measures in your GEAP, for example data on participation in leadership development programs, or data on length of service at a particular level.

Reviewed 23 March 2022

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