A case for change involves explaining why gender equality matters at your workplace.
5.1 Develop a case for change (recommended)
Include a case for change. This explains why gender equality is important for your workplace.
The case for change is mainly for your workforce.
However, it also explains to the wider community why gender equality matters(opens in a new window) for your organisation.
It is a useful communication tool. It can help employees understand why your GEAP matters.
Your GEAP:
- promotes, encourages and facilitates gender equality and improvement in the status of women
- supports the identification and elimination of systemic causes of gender inequality. This includes in policy, programs and services in workplaces and communities
- recognises that gender inequality may be compounded by other forms of disadvantage or discrimination. This includes Aboriginality, age, disability, ethnicity, gender identity, race, religion, sexual orientation and other attributes
- addresses disadvantage, stigma, stereotypes, prejudice and violence. It can help create the structural change you need to accommodate different genders
- improves economic and social participation
- promotes the right to equality set out in the Charter of Human Rights and Responsibilities and the Convention on the Elimination of All Forms of Discrimination against Women.5
Additionally, acting on gender equality can also:
- improve the wellbeing of staff
- enhance your organisation’s external image
- improve your organisation’s competitiveness
- help your organisation attract and retain talented staff
- reduce costs associated with staff turnover
- enhance productivity
- help future-proof your organisation.
In your case for change, you can address the underlying causes of gender inequalities at your organisation (refer to step 2(opens in a new window)). You can explain how you will commit to changing these.
You can also include your organisation’s commitment to the gender equality principles and the gender pay equity principles. You can state how these have informed your strategies to promote gender equality(opens in a new window) in your organisation.
5.2 Creating a vision (recommended)
As part of your case for change, you could also include a vision.
A vision statement expresses your organisation’s long-term goal for gender equality.
A strong vision can help to align efforts, energise stakeholders and create unity.
It helps everyone understand what they are working towards. This can help drive the success of your GEAP.
Ideally, your vision will be:
- led by employees – work with staff from diverse lived experiences to create a vision. This promotes ownership of the vision. Consider describing how employees helped shape the vision in your GEAP
- easy to understand – use simple language so stakeholders can easily grasp it
- impactful – describe the intended impact in your workplace and its significance for the community.
Completing the GEAP template
In section 10, describe why gender equality matters at your organisation.
This helps to frame how and why you are doing this work.
It serves as a communication tool with your stakeholders.
Ideally, you will use the Gender Equality Act(opens in a new window), research and evidence (refer to step 1 and step 2), and consultation with key stakeholders (refer to step 3(opens in a new window)).
In your answer, consider including:
- your vision for gender equality (refer to step 5.2)
- how gender equality aligns with your organisational values. This includes other equality commitments relating to characteristics such as Aboriginality, age, disability, ethnicity, gender identity, race, religion, sexual orientation
- an acknowledgment of your existing efforts on gender equality, including your previous GEAP (if applicable).
How-to guides
- Acknowledging your existing efforts on gender equality
- Aligning with other equality commitments relating to Aboriginality, age, disability, ethnicity, gender identity, race, religion, sexual orientation and other
Further reading
- What is intersectionality?
- 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)
- Workplace equality and respect standards and how to guide(opens in a new window) (Our Watch)
- Workplace positive duty standards(opens in a new window) (Our Watch)
Footnote
5. Objects of the Act (7)
Updated