Women in Leadership is part of
Treasury’s broader Workplace 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.
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 inspired.
Key Treasury gender diversity
data shows a clear gender imbalance in our leadership team.
As at 30 June 2016 Treasury's
workforce comprised of 57 per cent female and 43 per cent male employees.
However, males represented 72 per cent of senior appointments (Band 8 or above)
and 87 per cent of Senior Executive Service appointments (SES 1 - SES 4).
We are committed to improving
the representation of women in our leadership group. In our 2016-17 Corporate
Direction we established a corporate priority of increasing the representation
of women in leadership positions within the Department, by setting a gender target
of 50/50 by 2020.
To support achievement of this
target we developed a Women in Leadership Action Plan 2017-2020. The Action
Plan provides a practical blueprint to improve gender equity, increase the
representation of women in leadership roles within the Department and help us
become a more diverse and agile organisation.
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.
This Action Plan supports the Tasmanian State Service Heads of Department Gender Diversity Commitment.
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 a broader Diversity and Inclusion framework for Treasury.
What have we achieved so far?
- A 50/50 by 2020 target has been included in our Corporate Direction to increase the representaion of women in leadership
- 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
- Balanced shortlists are required for recruitment processes at Band 7 and above
- All staff will participate in unconscious bias training
- A 'Flexible Working at Treasury' policy has been implemented, with an 'if not, why not?' approach to flexible work arrangements
- Our staff have increased access to information technology resources to support flexible working arrangements
- Our staff can now remote desktop to their PC from anywhere, with no special hardware required
The Reference Group provides input and support for Treasury's overarching Diversity and Inclusion Framework, in line with the State Service's commitment to supporting workplace diversity and inclusion as outlined in the State Service Diversity and Inclusion Framework 2017-2020. Initially the Reference Group's focus will be 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.
The benefits of increased gender diversity