Women in Leadership
The Tasmanian Department of Treasury and Finance is committed to improving the representation of women in our leadership group. In 2016 we set a gender target of 50/50 by 2020
for roles at Band 8 and above. Achieving this goal remains a key priority in our 2017‑18 Corporate Direction.
Our Women in Leadership Action Plan 2017-2020
provides a practical blueprint to improve gender equity, increase the representation of women in senior leadership roles and help us become a more diverse and agile organisation.
What have we achieved so far?
- A 50/50 by 2020 gender target to increase the representation of women in leadership has been included in our Corporate Direction
- A three year Women in Leadership Action Plan, to address systematic and cultural barriers to gender equity, has been developed
- A Principal Project Officer, Women in Leadership commenced in February 2017
- A Diversity and Inclusion Reference Group has been established
- All roles are advertised as flexible
- A 'Flexible Working at Treasury' policy has been implemented, with an 'if not, why not?' approach to flexible work arrangements
- A practical workshop on Making Flexible Arrangements Work was held for managers
- Gender balanced shortlists are required for recruitment processes at Band 7 and above
- All staff have undertaken online training in unconscious bias
- Our managers and key recruiters have attended practical workshops to increase their understanding of unconscious bias and the role it plays in their decision making
- Our staff have increased access to information technology resources as a key enabler to support new, flexible and collaborative ways of working arrangements
- A detailed IT Roadmap of technologies has been developed to support our vision for staff to work flexibly, collaboratively and stay connected anywhere, any time and on any device
The representation of women at Band 8 and above has increased from 28 per cent at 30 June 2016 to 39 per cent at 30 June 2017.
Five principles underpin our Women in Leadership Action Plan
1. We are committed to addressing the structural, systemic and cultural barriers to gender equity within Treasury.
2. We are committed to improving diversity, including achieving a target of 50 per cent female representation in roles at Bands 8 and above by 2020.
3. Selection decisions will not be made just to meet our target. However, we will ensure that women have the opportunity and aspiration to participate and that unconscious bias is not impacting on our decision making.
4. We encourage discussion and transparency on the issue of gender equity, and welcome suggestions on how to address barriers to achieving gender balance.
5. We recognise that the Women in Leadership Action Plan is part of Treasury's broader Diversity and Inclusion Framework. This Framework includes a range of strategies and plans to support our commitment to recognising and valuing all people for their diverse abilities and strengths.
and Inclusion Reference Group provides input and support for Treasury's
overarching Diversity and Inclusion Framework, in line with the State Service Diversity and Inclusion Framework 2017-2020. Initially
the Reference Group's focus is to support the implementation of activities that
will increase gender equity at Treasury, as identified in our Women in
Leadership Action Plan. Moving forward, the group's focus will expand to
include activities and projects identified in Treasury's Diversity and
Inclusion Framework that will benefit other diversity groups.
Our Women in
Leadership Action Plan is developed within the context of a broader national
movement towards gender equity, which acknowledges that gender inequity in
Australia is a significant and complex social and cultural issue.
Our goal is
a workplace which maximises performance and capability by enabling all
employees to thrive equally. All staff should be able to participate and
progress commensurate with their talent and aspirations and feel valued and
Plan supports the Tasmanian State Service Heads of Department Gender
Benefits of gender diversity