This is part of Step 2: Developing an action plan.
Commitment to gender equality starts with collecting, reviewing and responding to data about workplace equality and respect.
Numbers never tell the whole story, but they do offer a way to identify where attention is needed and track progress.
Workplace gender equality indicators relate to key areas of workplace gender equality and highlight data that you should collect at the outset and keep tracking over time. This data will support you to:
Reflect on the status of gender equality in your organisation.
Establish a baseline to track your progress.
Engage in critical discussion of barriers in your workplace.
Make the case for resourcing efforts to promote gender equality.
Many workplaces are required to collect and report data on gender equality, either internally or for other agencies like White Ribbon Australia or the Workplace Gender Equality Agency (WGEA). The Key progress indicators have been deliberately designed to overlap with these indicators, so many workplaces will already be collecting the information they need.
Workplace gender equality indicators
Ratio of men to women in workforce, overall and by teams.
Ratio of men to women in leadership and management positions, including board, executive, senior and middle management level.
Ratio of male and female new hires and internal promotions, by level and department.
Average salary gap between female and male staff members across the organisation and by department.
Comparison of male and female staff and managers who use flexible work arrangements.
Comparison of male and female staff who use and return from parental leave with continued employment for 12 months.
Changes in staff perception of workplace culture as measured by annual staff survey.
Reported incidence of sex-based discrimination and harassment.
Collecting data on these key indicators can help you determine your long-term strategy and annual action plans. You can also use this data to support your workplace self-assessment using the Workplace self-assessment and the Staff survey.
Where your measurement of the Workplace gender equality indicators reveals areas of inequality, it is essential to create opportunities for staff to provide feedback on their experience in the workplace and their views on why inequality persists. You might do this through a staff survey, by running focus groups or by engaging key staff in dialogue about barriers to gender equality.