Gender Equality and Diversity Policies and Procedures

Gender equity and diversity principles and initiatives need to be underpinned by policy and procedures that ensure a consistent approach and point of reference for managers, leaders and employees, and outline their respective roles and responsibilities.

As gender equality is subject to increased scrutiny and strengthened legislation, policies should reinforce applicable State and Federal laws and be regularly reviewed to ensure currency. The policies should extend to all employment practices, including recruitment, selection, promotion, remuneration, training and development, and employee separation. 

 

Key benefits provided by having policies and procedures in place include:

  • They outline standards of behaviour and performance for all employees including clarifying leader, manager and employee roles and responsibilities
  • Providing a reference point for decision-making and addressing workplace complaints

 

The existence of policies and procedures alone does not automatically protect employers or employees, and should be supported by evidence that employees have been informed of the policies, and that leader and employee roles and responsibilities are reinforced on an ongoing basis.

There are a number of examples of diversity and gender equality policies and procedures available on the internet, including government departments, which can be a useful reference point to check best practice. It is important to verify that you are accessing examples from Australian organisations and that they have been recently reviewed.  

 

 

For further information:

 

 

 

Questions for reflection:

  • What policies and procedures does your organisation have in place to address gender equality and diversity?
  • When was the last time the policies and procedures were reviewed to ensure currency with relevant legislation and best practice?
  • How are leaders and employees informed and reminded of the policies and procedures, including any updates to the documents?