Step 11: Communicate your GEAP to your organisation

Understanding what to expect after submitting your GEAP prepares you for any feedback or revisions. The Act requires that you:

(a) publish your GEAP on your website within a reasonable time after submitting it to the Commissioner

(b) notify your governing body, employees and employee representatives of the publication.

You can wait to publish your GEAP after it has been assessed for compliance by the Commissioner.

The Commissioner expects you (as a duty holder(opens in a new window)) to publish your GEAP on your website within 3 months of receiving a compliance outcome.

11.1 Publish your GEAP on your website (required)

You must publish your GEAP on your public website.

Publishing your GEAP on your website shows your commitment to gender equality to your staff and stakeholders.

It also ensures you are accountable to your employees and the community.

When to publish

• You must publish your GEAP within a reasonable time (3 months) after you receive your compliance outcome.
• If you publish your GEAP before it is checked for compliance, you may need to make updates to the published version. If you publish early, please include a disclaimer noting that the GEAP:
  • has not been checked for compliance by the Commissioner
  • may be subject to change.

Publishing format

• You can choose to publish your GEAP in the following formats:
  • the format provided by the Commissioner (the template)
  • an alternative format (for example, graphic designed).
• Important: you must remove any personal or potentially identifying information(opens in a new window) before publishing your GEAP.
• If you reformat your GEAP, you must include all 'required' sections of the GEAP.
• If you publish a designed version of your GEAP you must:
  • include all the required sections in the designed version.
  • not alter the wording you submitted to the Commissioner in the required sections (you may fix any spelling or grammatical errors).

The Commissioner will publish your GEAP on the Insights Portal

• Once the compliance review process is complete your GEAP will be published on the public data insights portal(opens in a new window).
• You will be notified before we publish your GEAP on the Insights Portal.

11.2 Notify your governing body, employees and employee representatives of the publication of your GEAP (required)

The Act requires you to notify your governing body, employees and employee representatives that you have published your GEAP.

This ensures transparency and accountability and will help you to continue to engage these important stakeholders in the success of your GEAP.

When people feel informed and involved, they are more likely to support changes.

Tips for communicating your GEAP

Your communication should aim to:

• educate – provide information so stakeholders understand and support the plan
• engage – inspire stakeholders to take part actively
• empower – encourage ownership and responsibility at all levels.

Consider the following when sharing your GEAP

• Choose the appropriate channels: Decide if you’ll use social media, internal networks, or other platforms.
• Set the tone: Choose a communication style that suits your audience – formal or conversational.
• Encourage dialogue: Foster 2-way communication. Consider creating groups or committees for employee involvement.
• Motivate participation: Think about incentives or recognition to encourage support for your gender equality initiatives.
• Prepare to respond to resistance and backlash: Visit VicHealth’s Encountering resistance: Strategies to respond to resistance to gender equality initiatives(opens in a new window) for guidance on how to manage this.

By sharing your GEAP, you can lay the groundwork for meaningful change. This will support successful implementation.

11.3 Ongoing engagement with your staff during GEAP implementation (recommended)

Regular engagement with your employees throughout GEAP implementation can keep them invested in achieving its vision.

It can also be used as an opportunity to gather and include real-time employee feedback on GEAP implementation.

Plan how to maintain this engagement in your GEAP, such as:

• maintain working groups. Use any groups formed during the GEAP’s development to help with implementation. These groups could be steering groups, employee networks or working groups. They can advise, engage employees and monitor progress. This helps to keep your organisation on track and accountable
• participate in networks. Continue to be involved in sector networks and communities of practice. Share ideas, resources and support
• ongoing employee consultation. Keep consulting with employees. Especially if strategies do not appear to be working. Employee feedback can help you adjust your strategies. Forming working groups for specific strategies can also support this process
• regular communication. Keep employees updated on GEAP progress (including celebrating successes) and how they can be involved. This could include making the GEAP implementation progress a standing agenda item in team meetings
• provide learning opportunities. Offer training and discussions on gender equality at work, the Gender Equality Act 2020 and the GEAP's role. This helps employees understand its importance and supports them in implementing it
• invite the Commissioner to visit your organisation and speak to your staff and board members (please contact enquiries@genderequalitycommission.vic.gov.au).