Appendix

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 to help develop and implement your GEAP
• Using a range of data sources to inform your GEAP development
• Highlight where data gaps currently exist and your plan for building data collection
• Using intersectional analysis to understand data
• Outline any other information sources or data that were considered as part of your GEAP development
• Gaining leadership commitment

Planning and managing your consultation and engagement

• Define the purpose of your consultation
• Identify who you will consult
• Consult with union representatives
• Consult with your governing body
• Involve senior leaders
• Ensure effective consultation and engagement. This section includes:
  • Consultation methods
  • Budget and timeframe
  • Communication methods
  • Choosing who will lead the consultation
  • Supporting participants to feel safe
  • Consultation materials
  • Documenting and sharing consultation feedback
• Gather feedback and reflections

Developing a case for change

• Acknowledge existing efforts on gender equality
• Align with other equality commitments

Developing your strategies

• Use a comprehensive approach. This includes strategies on:
  • policies and processes
  • communication and engagement
  • education
  • data gaps and measuring change
  • pay equity principles
• Applying an intersectional lens
• Prioritising your strategies

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)