Maintaining privacy and confidentiality
You must maintain the privacy and confidentiality of your employees.
Do this by removing any personal details from your GEAP to protect your employees' anonymity.
When submitting your GEAP, inform the Commissioner if it contains any personal information. This is defined by the Privacy and Data Protection Act 2014.
You must remove any personal information before publishing the GEAP on your website.
For more details on privacy considerations, refer to How do I maintain my employees’ privacy?(opens in a new window)
Full list of how-to guides
Preparing your GEAP
- Creating a working group(opens in a new window) to help develop and implement your GEAP
- Using a range of data sources(opens in a new window) to inform your GEAP development
- Highlight where data gaps currently exist(opens in a new window) and your plan for building data collection
- Using intersectional analysis to understand data(opens in a new window)
- Outline any other information sources(opens in a new window) or data that were considered as part of your GEAP development
- Gaining leadership commitment(opens in a new window)
Planning and managing your consultation and engagement
- Define the purpose of your consultation(opens in a new window)
- Identify who you will consult(opens in a new window)
- Consult with union representatives(opens in a new window)
- Consult with your governing body(opens in a new window)
- Involve senior leaders(opens in a new window)
- Ensure effective consultation and engagement(opens in a new window). This section includes:
- Consultation methods(opens in a new window)
- Budget and timeframe(opens in a new window)
- Communication methods(opens in a new window)
- Choosing who will lead the consultation(opens in a new window)
- Supporting participants to feel safe(opens in a new window)
- Consultation materials(opens in a new window)
- Documenting and sharing consultation feedback(opens in a new window)
- Gather feedback and reflections(opens in a new window)
Developing a case for change
- Acknowledge existing efforts on gender equality(opens in a new window)
- Align with other equality commitments(opens in a new window)
Developing your strategies
- Use a comprehensive approach(opens in a new window). This includes strategies on:
- Applying an intersectional lens(opens in a new window)
- Prioritising your strategies(opens in a new window)
Full list of further reading
Resources on gender equality and change
- Power to create inclusive gender equality in the workplace(opens in a new window) (Champions of Change coalition)
- Discussion guide on power to create inclusive gender equality in the workplace(opens in a new window) (Champions of Change coalition)
- Understanding and using your leadership influence(opens in a new window) (Champions of Change coalition)
- Encountering resistance: Strategies to respond to resistance to gender equality initiatives(opens in a new window) (VicHealth)
Resources to understand underlying causes of gender inequality
- Avoiding the merit trap(opens in a new window) (Champions of Change)
- Workplace equality and respect standards(opens in a new window) (Our Watch)
- Workplace equality and respect: how-to guide(opens in a new window) (Our Watch)
- Workplace positive duty standards(opens in a new window) (Our Watch)
- Inclusive workplace toolkit: understanding different kinds of discrimination(opens in a new window) (Hue Colour the Conversation)
- Gender identity(opens in a new window) (Victorian Equal Opportunity and Human Rights Commission)
- The Man Box: the attitudes and behaviours of Australian manhood(opens in a new window) (Jesuit Social Services)
- Unpacking intersectional approaches to data(opens in a new window) (Global Partnership for Sustainable Development Data)
- The ‘but why?’ technique(opens in a new window) to understanding underlying causes of gender inequality (Community Toolbox)
Resources on developing a case for change
- WGEA’s workplace gender equality: the business case(opens in a new window) (WGEA)
- A guide for inclusive gender equality by design(opens in a new window) (Champions of Change coalition)
- Inclusive workplace toolkit – understanding different kinds of discrimination(opens in a new window) (Hue Colour the Conversation)
- Change the story: a shared framework for the primary prevention of violence against women(opens in a new window) (Our Watch)
Resources on setting targets for gender equality
- Guide to setting gender targets(opens in a new window) (Workplace Gender Equality Agency)
- Target setting for gender equality: a review of the literature(opens in a new window) (Workplace Gender Equality Agency)
- What works, what’s fair(opens in a new window) (promoting workplace gender equality), the University of Melbourne, Australian National University and Swinburne University of Technology (Commission for Gender Equality)
- Employer of Choice for Gender Equality: leading practices in strategy, policy and implementation(opens in a new window) (Workplace Gender Equality Agency)
- Accelerating workplace gender equality toolkit(opens in a new window) (Gender Works)
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