Consistent and reinforced gender equality messages

A communications plan outlining your organisation’s commitment to gender equality and the supporting strategy helps raise awareness and ensures a consistent message is disseminated to the workforce. It also highlights to whom employees should direct any questions and/or concerns.

Ideally, gender equality messages should be integrated into regular business communications, reinforcing why gender equality is important and how it is linked to the organisation’s vision, strategy and performance.


A communications plan should ideally establish:

  • the different stakeholder groups and their communication requirements (e.g. leaders, women, managers, employees, directors)
  • what information will be communicated, including the level of detail (which may vary for each stakeholder group)
  • the format of the communications, such as formal mechanisms (e.g. newsletters, emails, posters) and informal avenues (e.g. updates in team meetings, leaders providing feedback as a part of catch-ups with employees)
  • the frequency of the communication
  • how any sensitive or confidential information is communicated
  • who is responsible for communicating information, including responding to any questions



Questions for reflection:

  • How is gender equality currently discussed in the workplace?
  • What information has been communicated to leaders and employees regarding gender equality strategies and/or workplace initiatives? How frequently does this take place?
  • Are leaders equipped with the information and knowledge to advocate the business case and benefits for gender equality?
  • Is it clear who leaders and employees should contact regarding any questions and/or concerns?