Step 1: Plan your gender equality action plan (GEAP)
This step has recommended actions only.
First, understand your requirements under the Gender Equality Act 2020(opens in a new window) (the Act).
This section also includes a box that provides advice for completing the GEAP template.
1.1 Using insights from your previous gender equality work (recommended)
If you previously completed a GEAP and a progress report(opens in a new window), use the outcomes and reflections to inform your next GEAP.
Consider the following questions:
- What progress did you make towards the 7 workplace gender equality indicators(opens in a new window)?
Tip: Use data to assess your progress. Compare your previous audits with your most recent audit data.
- What strategies did you complete?
- What strategies did you not complete, and why?
- Do these incomplete strategies need to be included in the next GEAP?
- Did you achieve the outcomes you intended? If not, why?
- Were there any strategies that were not successful? If so, why?
Tip: Reflect on whether your strategies had the intended impact. If not, was it because of the strategy itself or how it was implemented? Were there any unintended consequences?
- Did you have adequate leadership support and commitment from across the organisation? If not, why, and how can you ensure this in your new GEAP?
Tip: For help on leadership, visit the Champions of Change, The Leadership Shadow(opens in a new window).
- What other insights did you gain from implementing your previous GEAP and reporting on your progress?
- Are there other metrics that show success and/or learnings?
Tip: Other metrics may include:
- employee engagement
- retention and turnover
leadership engagement.
For more, visit WGEA’s Employer of choice for gender equality: leading practices in strategy, policy and implementation(opens in a new window).
- Did you consider intersectional gender equality(opens in a new window)? Are you prepared to do this in your next GEAP?
Use your audit data to inform your GEAP. Also include information you gathered during the required consultation. Consult with employees, employee representatives (unions) and members of your governing body.
Your GEAP must address the aspects of gender inequality you identified in your 2025 audit. These relate to the 7 workplace gender equality indicators(opens in a new window).
1.2 Understand the basics of gender equality (recommended)
Before developing your GEAP, make sure you understand the basics.
This includes:
- What is my duty to promote gender equality(opens in a new window) under the Gender Equality Act 2020?
- What are the gender equality principles, and why do they matter?
- What are the gender pay equity principles, and why do they matter?
- What are the workplace gender equality indicators(opens in a new window)?
- What is intersectionality, and how do you apply it(opens in a new window)?
1.3 Set yourself up for success: processes, record keeping, governance and leadership (recommended)
Before you develop your GEAP, do the groundwork first. This will set your organisation up for success.
Read this guidance and the additional links provided.
Processes
Create a plan to develop your GEAP. The plan outlines the activities and timelines. It also sets out the individuals or teams responsible. A Gantt chart can work well for this.
Your plan keeps you on track to complete everything on time.
Form a working group(opens in a new window) to lead the GEAP development.
Ensure diverse representation. Include different employee equity groups, teams and expertise levels.
Your working group will drive the process, track challenges and ensure progress.
Involve senior leaders. Their support is crucial for the success of your GEAP. The ‘Leadership’ section below provides further guidance on leadership.
Develop a consultation plan. This will outline the steps, resources and time needed for consultation.
State how you will engage staff with diverse experiences.
Set out how you will communicate with employees in existing networks. Document any other channels you will use, such as newsletters and chat groups.
Allow time for feedback and potential delays.
Ensure the process is safe, accessible and respectful for all employees.
Refer to ensure effective consultation and engagement(opens in a new window) for further guidance.
Define key terms like gender equality, intersectionality and the pay gap.
This will help ensure that everyone understands and uses them consistently.
Discuss these terms during the consultation process.
You can also include them in your GEAP in a glossary or definitions section.
Record Keeping
Use good record-keeping practices. Good records will make it easier to:
- track the implementation of your GEAP
- report on progress in future reports to the Commissioner
- evaluate the effectiveness of your GEAP and its strategies.
Governance
You need to have a clear governance structure for your GEAP. This will include lines of authority, accountability and responsibility. Good governance improves:
- accountability
- clarifying who is responsible for what
- preventing confusion and inefficiency
- decision making
- making better organisational decisions
- resource use
- making sure you have the time, budget and staff to meet your goals
- risk management
- dealing with issues before they arise.
Leadership
Leaders make a real impact in gender equality. The Champions for Change coalition recommends that leaders:
- communicate the vision – leaders make gender equality a priority. They link this to the organisation’s goals. They promote regular updates and celebrate GEAP achievements. This keeps everyone engaged. Leaders speak openly about gender equality. They show that this work matters
- lead by example – actions speak louder than words. Leaders model inclusive behaviour. They provide strong support for GEAP initiatives. Leaders build trust with employees when they act on their commitments. This encourages others to follow
- set clear priorities – leaders focus on what matters. They dedicate time and resources to GEAP efforts. They ensure gender equality is a priority in their schedules and decision-making
- measure progress – leaders set clear targets, monitor results and hold themselves and others accountable. They motivate teams by recognising and rewarding progress
- engage people managers – leaders ensure that line managers understand their role in achieving the strategies in the GEAP. They also make sure line managers are accountable. Leaders empower line managers to create change. They do this by:
- setting clear expectations
- providing support and resources
- recognising their efforts.
By taking these steps, leaders drive change and create accountability.
They help ensure gender equality is a priority at every level of the organisation.
The GEAP template provides space for you to reflect on the issues above. You can also include a statement from the head of your organisation about their commitment to gender equality.
1.4 Learn from other organisations
Sharing knowledge about gender equality with other organisations is a great way to source ideas. It also helps you see what others in your sector are doing.
You can do this by:
- joining communities of practice – these communities connect you with others working on gender equality
- exploring the insights portal to review 2021 GEAPs and progress submitted by similar organisations. This can help you find relevant, practical ideas, strategies and approaches
- connect with other duty holders to learn about their experiences firsthand.
Completing the GEAP template
For section 1, summarise your reflections on your previous GEAP (if relevant).
Consider your achievements, what you’ve learnt and opportunities for improvement in your next GEAP.
- Refer to 1.1 Using insights from your previous gender equality work for guidance.
- If you completed a progress report (PR), you can reproduce your response from section 3 of the PR template into the GEAP template.
For section 2, summarise how you have established processes, record-keeping and governance for your GEAP.
This helps to set you up for success. It ensures continuity of your GEAP despite organisational, staff and resourcing changes.
- Refer to 1.3 Setting up for success: processes, record keeping, governance and leadership for guidance.
For section 3, summarise how leaders have engaged with the GEAP process. This might include a statement by your head of organisation (CEO or equivalent) or other senior leaders.
This step encourages your organisation to drive change and accountability for gender equality by senior leaders.
While gender equality is everybody’s business, leadership buy-in is crucial.
- Refer to 1.3 Setting up for success: processes, record keeping, governance and leadership.
Refer to the reading list below for more guidance on leadership power, influence, resistance and more.
How-to guides
- Creating a working group(opens in a new window) to help develop and implement your GEAP
- Gaining leadership commitment
Further reading
- 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)
- The Leadership Shadow (understanding and using your leadership influence(opens in a new window)) (Champions of Change coalition)
- (En)countering resistance: strategies to respond to resistance to gender equality initiatives(opens in a new window) (VicHealth)
- 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 affirmation in Victorian public sector workplaces(opens in a new window) (Victorian Public Sector Commission)
- Transgender people at work(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)
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