Gender equality action plan

Introduction

In Victoria The Gender Equality Act 2020 (the Act) requires defined entities to provide a progress report to the Commission for Gender Equality in the Public Sector (the Commission). The Commission’s Results and Insights Portal publishes information related to gender equality in Victoria’s Public Sector. This includes the results of workforce gender audits by organisation or industry, including Sustainability Victoria. It also includes the Gender Equality Action Plans (GEAPs) and progress reports submitted by all defined entities. The Commission’s website includes an overall analysis, based on the data and information provided by entities, of the state and nature of gender equality in the Victorian public sector.

The 2023 Progress Report is Sustainability Victoria’s (SV) first report on our progress on a range of prescribed elements; it was submitted to the Commission in February 2024 along with SV’s workforce data and both were assessed as compliant.

SV’s 2023 progress report was an opportunity to reflect how we have progressed against the commitments in our inaugural 2021-2024 Gender Equality Action Plan (GEAP). SV’s GEAP was developed in response to an analysis of our baseline gender data and the engagement of key groups across the organisation. Progress was measured across key areas of compliance and reflects improvements to gender equality within the organisation.

Results - 2023 Reporting Period

The framework followed by SV included promoting gender equality; having a Gender Equality Action Plan and reporting on progress with that plan; conducting gender impact assessments; undertaking workforce gender audits and reporting on these metrics to the Commission.

Summary workforce data report - audit period 1 July to 30 June 2023.

SV’s Progress Report to the Commission on strategies and measures to achieve gender equality was aligned to the following prescribed key workplace gender equality indicators (stack of linked pages). Summary level data is provided for each indicator.

• Gender composition of governing bodies
• Gender composition at al levels of the workforce
• Gender pay equity
• Workplace sexual harassment
• Recruitment and promotion
• Leave and flexibility
• Gendered workforce separation

Note: As a small to medium sized and dynamic organisation, small workforce changes impact significantly on percentages in data metrics.

Progress Report – reporting period 1 July 2021 to 30 June 2023

Key achievements

• Overall SV's gender equality position at all levels reflects positively towards women.
• Flexibility and reflecting a strong values-based and inclusive culture along with purposeful work are integral to the recruitment and promotion practices at SV.
• In addition to leave provisions supporting shared and gender equal care reflective of the VPS EBA. SV introduced a Menstruation and Menopause Wellbeing Policy providing three additional leave days for those impacted by symptoms and unable to work, without a requirement for a medical certificate.
• In 2023 Awards included AFR BOSS Best Places to Work in the Government and Education section and HR Director 5 Star Employer of Choice.
• SV continued to strengthen its cultural aspirations in alignment with its commitment to gender equality, diversity and inclusion.
• 70 people leaders participated in a Leadership Development Program following identification of a priority area of focus in SV’s GEAP being Gender Responsive Leaders with Impact.
• Annual progress on gender equality is reported to the workforce and the Board.

Next steps

• The 2023 Progress Report will be used to inform ongoing and new work in the lead up to developing SV’s next comprehensive four-year Gender Equality Action Plan (GEAP) 2026 to 2029 inclusive.
• Participation in the Commission’s reporting processes enables an on-going structured and evidence-based review of SV’s own performance across key areas of compliance and improving gender equality within the organisation.
• Continuing focus and implementation of strategies and measures within SV’s existing Gender Equality Action Plan which will roll forward to 2026.
• Look at opportunities to improve D&I workforce data collection internally and through the People Matter Survey.
• Review the outcomes of research being undertaken by the Commission in 2025 into gender equity targets and organisational context to address an identified general knowledge gap in this area.