| Focus: flexible, life‑friendly work |
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Provide proactive communication on entitlements & processes | Critical performance measures - Average weeks of parental leave, by gender.
- Uptake of flexible work, by gender.
- Perceptions of flexible work culture, by gender.
- Gender composition of parental leave takers.
- Gender gap in carer’s leave.
- SharePoint analytics on number of times EA guides accessed.
- Reduction in P&C enquiries for basic entitlement enquiries.
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Make part‑time options explicit in role design & advertising (esp. senior roles). | Critical performance measures - Average weeks of parental leave, by gender.
- Uptake of flexible work, by gender.
- Perceptions of flexible work culture, by gender.
- Gender composition of parental leave takers.
- Gender gap in carer’s leave.
- Flexibility options included in 100% of job ads.
- Increase in senior part‑time applicants over time.
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Promote job share options for internal positions | Critical performance measures - Average weeks of parental leave, by gender.
- Uptake of flexible work, by gender.
- Perceptions of flexible work culture, by gender.
- Gender composition of parental leave takers.
- Gender gap in carer’s leave.
- Job share options included in 100% of internal job ads
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Ensure consistent application of the flexible and hybrid work policy across all branches via clear manager guidance and regular monitoring | Critical performance measures - Average weeks of parental leave, by gender.
- Uptake of flexible work, by gender.
- Perceptions of flexible work culture, by gender.
- Gender composition of parental leave takers.
- Gender gap in carer’s leave.
- People Matter survey favourable score of at least 90% across branches for perception of flexible work question
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Introduce ParentLink program to support the parental leave lifecycle (pre‑leave planning, Keeping in Touch days, structured return to work) | Critical performance measures - Average weeks of parental leave, by gender.
- Uptake of flexible work, by gender.
- Perceptions of flexible work culture, by gender.
- Gender composition of parental leave takers.
- Gender gap in carer’s leave.
- Increased utilisation of Keeping in Touch days
- Year on year reduction of people citing caring responsibilities as a barrier to success at work in annual People Matter survey
- At least 80% of program participants report positive program feedback
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Normalise uptake of parental leave / flex by all genders through stories, case studies, and published participation data. | Critical performance measures - Average weeks of parental leave, by gender.
- Uptake of flexible work, by gender.
- Perceptions of flexible work culture, by gender.
- Gender composition of parental leave takers.
- Gender gap in carer’s leave.
- Year‑on‑year increase in men’s uptake of parental / carer's leave
- Increase in men's uptake of flexible work arrangements
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| Focus: workload equity and wellbeing |
Audit non‑billable/administrative & “invisible” work (mentoring, buddying, grad supervision, DEI groups) by gender. | - Action on identified discrepancies taken within 6 months
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Investigate wellbeing and workload data to identify any gender-based disparities in stress or emotional load, with targeted remediation, as appropriate | - Gendered wellbeing insights included in P&C Quarterly Report & reported to VGSO Wellbeing Committee
- Reduction in gendered variance in high-to-severe stress scores in annual People Matter survey
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| Focus: inclusion, safety and belonging |
Improve safety, trust and support mechanisms for employees sharing gender identity (voluntary, privacy‑safe processes). | Critical performance measures - Gender composition of the organisation.
- Gender composition of part time workers.
- Gender composition of senior leaders.
- Increase in employees voluntarily providing gender identity data (target: 10% increase).
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Introduce menopause support program to support inclusion, wellbeing and retention of women in the workplace. | 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.
- Program launched by September 2027.
- At least 80% of program participants report positive program feedback
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