Gender Equality Action Plans

How to develop your Gender Equality Action Plan and make progress towards gender equality.

To achieve gender equality in the workplace, we need to

  • understand why we need gender equality
  • identify where we need to change
  • plan and implement actions that will achieve progress.

That’s why the Gender Equality Act 2020 requires organisations to develop a Gender Equality Action Plan (GEAP) every 4 years.

Your GEAP will help you plan, implement and measure change.

  • If you are a defined entity, you need to prepare, submit and publish a GEAP every 4 years.

    The first GEAP is due by 1 December 2021.

    A GEAP needs to include:

    • the results of a workplace gender audit, to assess the current state of gender equality in the workplace
    • strategies and measures to improve gender equality in the workplace, based on the results of the audit

    See below for our detailed guide on how to develop your GEAP.

    • consider the gender equality principles in the Act, including intersectionality
    • consult with your employees, employee representatives, and governing body (e.g. board)
    • ensure sufficient resources are available to develop and implement your GEAP
    • All Victorians should live in a safe and equal society, have access to equal power, resources and opportunities and be treated with dignity, respect and fairness.
    • Gender equality benefits all Victorians regardless of gender.
    • Gender equality is a human right and precondition to social justice.
    • Gender equality brings significant economic, social and health benefits for Victoria.
    • Gender equality is a precondition for the prevention of family violence and other forms of violence against women and girls.
    • Advancing gender equality is a shared responsibility across the Victorian community.
    • All human beings, regardless of gender, should be free to develop their personal abilities, pursue their professional careers and make choices about their lives without being limited by gender stereotypes, gender roles or prejudices.
    • Gender inequality may be compounded by other forms of disadvantage or discrimination that a person may experience on the basis of Aboriginality, age, disability, ethnicity, gender identity, race, religion, sexual orientation and other attributes.
    • Women have historically experienced discrimination and disadvantage on the basis of sex and gender.
    • Special measures may be necessary to achieve gender equality.
  • Your organisation may already have a gender equality strategy or be in the process of developing one right now.

    To be considered a Gender Equality Action Plan (GEAP), your plan or strategy must meet all of the requirements under the Act. The Commission has developed a tool to help you determine whether your existing plan or strategy meets the requirements of the Act and can be considered a GEAP.

    Before applying to find out whether your plan or strategy meets the requirements under the Act, please complete the checklist below. The checklist will provide guidance for any areas where further work may be required to meet the requirements.

    Once you have completed the checklist and determined that your plan or strategy meets all of your legislated GEAP obligations, you can email the Commission at with your request that the Commissioner makes a formal assessment. You should attach your gender equality plan or strategy to this email, along with any other supporting material, for the Commissioner's consideration. The Commissioner will respond to your request within 14 business days.

    If it does not meet the requirements, you will need to prepare a new GEAP or make necessary updates to your existing plan.

    Find out if your existing gender equality strategy or plan can be considered a GEAP

How do I develop my GEAP?

Gender Equality Action Plan guide

This guidance has been created to help you develop your GEAP. This guidance is issued under section 47 of the Act, which means defined entities must have regard to it when complying with their obligations.

The guidance sets out what is required to be included in your GEAP under the Act. It also provides additional recommended steps that you can follow to ensure your GEAP is clear, actionable and based on data and meaningful consultation.

Reviewed 26 July 2021

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