Priority focus area 2

Accountability, ownership and visible progress.

Make gender equality and inclusion everyone’s responsibility - with clear expectations, transparency and outcomes.

Focus: leadership accountability

Strategies

Success measures

Timeline

Indicators

ELT monitor and take responsibility for gender composition and pay gap results within their branches (bi‑annual, via P&C Quarterly Report).

Critical performance measures

  • Mean total remuneration gender pay gap by occupation group.
  • Mean total remuneration senior leader gender pay gap.

Additional measures

  • Mean base salary pay gap.
  • Median total remuneration pay gap.
  • Median base salary pay gap.
  • ELT action plans completed following each bi‑annual report.
  • Actions implemented within 6 months of reporting.
  • Year‑on‑year improvement in branch-level trends.

By Jun 2027

3

Succession plans tabled annually with clear actions for addressing under‑representation.

Critical performance measures

  • Gender composition of the governing body (ELT)

Additional measures

  • 100% of branches table succession plans.
  • Under‑representation addressed in at least 50% of identified areas within 12 months (if viable).

Dec 2027

2, 1, 5

Focus: transparency, reporting and governance

Publish an annual gender equality dashboard (incl. intersectional cuts where possible).

Critical performance measures

  • Gender composition of the organisation.
  • Gender composition of part time workers.
  • Gender composition of senior leaders.

Additional measures

  • Annual dashboard published internally each year.
  • Year‑on‑year improvements visible in at least 3 key indicators.

By Jul 2027

1, 3, 7

Strengthen reporting pathways for negative behaviours (confidential/anonymous channels, clear triage, monitored usage/closure rates), including promotion of VLSB+C anonymous sexual harassment phoneline

Critical performance measures

  • Anonymous experience rate of sexual harassment.
  • Number of formal reports of sexual harassment.

Additional measures

  • Increase in confidence in People Matter survey result: I feel safe to call out unacceptable behaviour

Jun 2027

4

Focus: capability and bias mitigation

Rollout 'positive duty' training for leaders (bystander, power dynamics, psychological safety) with completion tracked.

Critical performance measures

  • Anonymous experience rate of sexual harassment.
  • Number of formal reports of sexual harassment.

Additional measures

  • At least 90% training completion for all leaders

By Dec 2027

4

Roll out inclusive leadership training for all leaders, including ELT

Critical performance measures

  • Average weeks of parental leave, by gender.
  • Uptake of flexible work, by gender.
  • Perceptions of flexible work culture, by gender.

Additional measures

  • Gender composition of parental leave takers.
  • Gender gap in carer’s leave.
  • At least 90% training completion for all leaders
  • At least 80% of program participants report positive program feedback
  • Program NPS score of at least 50

Sep 2027

6, 1, 2,

3, 5

Build in unconscious bias mitigation strategies as part of selection and PDP moderation sessions

Critical performance measures

  • Gender composition of recruited employees.
  • Gender composition of employees who were promoted.
  • Perceptions of recruitment, by gender.
  • Perceptions of promotion, by gender.

Additional measures

  • PDP moderation sessions include bias checks in every cycle.

Feb 2027

5, 1, 3

Updated

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