Gender impact assessment toolkit
This toolkit has been developed to help you assess the gendered impact of your policies, programs and services. It sets out a best-practice gender impact assessment process and includes templates for recording information, analysis and outcomes.
As this is a best-practice toolkit, you are not required to use it in order to be compliant with the Gender Equality Act 2020. However, using the toolkit will help you achieve the best possible outcomes from a comprehensive gender impact assessment.
As a general rule, we recommend that the greater the likely impact of a policy, program or service, the more time you should spend on a gender impact assessment as part of the development or review process.
This toolkit has been developed on the basis of current research and evidence however as you begin to use it in your organisation, we would welcome your feedback on how it can be improved.
Workplace gender audit guide
This guide has been developed to help you conduct a workplace gender audit. This guide is issued under section 47 of the Act, which means defined entities must have regard to it when complying with their obligations.
There are four parts to the guide:
Guidance for defined entities: This guidance describes the workplace gender auditing process and sets out what workforce data measures to include in an audit. This guidance should be read together with the indicative reporting template.
Indicative reporting template: This template provides an indication of what the workforce data reporting format will look like, and may help you conduct a test audit. The Commission will update this template as it continues to develop its reporting platform, and will provide further guidance to support defined entities to ensure privacy when managing this data.
Employee experience survey questions: This document sets out the survey questions that form part of a workplace gender audit. These survey questions will appear in the Victorian Public Sector Commission's People Matter Survey (PMS) 2021. This means that organisations who participate in the PMS do not need to administer these questions in a separate survey.
Practice note - Gender equality employee survey: This practice note includes important advice for organisations who do not participate in the PMS. We strongly recommend these organisations engage a third party to administer their survey as part of their workplace gender audit obligations. The practice note sets out key protocols to protect the safety and anonymity of staff as well as advice on survey timing.
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.
Case for Change slidepack
This slidepack has been developed to support you to brief your leadership team on your organisation’s obligations under the Gender Equality Act 2020. In particular, the slidepack has been designed to allow you to present to your leadership team, or employees more generally, about the Act and to highlight your organisation’s obligation to assign dedicated resources to support its implementation.
More specifically, the slidepack includes information on the need for gender equality legislation, a history of the Act, an overview of your obligations, the legislative requirement for dedicated resourcing, and information on the Public Sector Gender Equality Commissioner including her role in assuring compliance with the Act.
The PowerPoint slidepack has been published unbranded, so that you can use your own organisation’s templates and branding when presenting to your leadership team or broader staff. You can also download a PDF version of the slidepack, either unbranded or with the Commission's branding depending on your organisation's preferences.
Reviewed 20 April 2021