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.
- Our Secretary has set a 50/50 by 2020 gender target to increase the representation of women in leadership as part of our Corporate Direction.
- A Women in Leadership Action Plan to support 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.
- Making Flexible Arrangements Work training has been held for managers.
- Gender balanced shortlists are required for recruitments at Band 7 and above.
- All staff have undertaken online training in unconscious bias.
- Our managers and key recruiters have attended workshops to increase their understanding of unconscious bias and the role it plays in their decision making.
- A follow up Gender Equity Survey of all staff was conducted in December 2017 to measure changes in staff perceptions, compared to the first survey in May 2016.
- A two-part Skills for Success program was held for staff in early 2018.
- A Keeping in Touch resource has been developed to assist when a staff member is taking a period of extended leave from the workforce.
- Our staff have increased access to information technology resources as a key enabler to support new, flexible and collaborative ways of working.
- A detailed IT Roadmap has been developed to support our vision for staff to work flexibly, collaboratively and stay connected anywhere, any time and on any device.
What we have achieved
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.
The results of our 2017 workforce Gender Equity Survey revealed a number of positive shifts in staff perception regarding gender equity issues, including that:
- 92 per cent of respondents believe Treasury's Women in Leadership Action Plan supports our Corporate Direction priority of becoming a more diverse, inclusive and agile organisation.
- Over 90 per cent of respondents believe that being a part-time manager is supported at Treasury.
- 81 per cent of respondents believe that flexible work is actively encouraged in their work area (up 22 percentage points since 2016).
- 71 per cent of respondents believe that flexible IT has supported them to better manage their work/life balance.
Diversity and Inclusion Reference Group
and Inclusion Reference Group provides input and support for Treasury's
overarching Diversity and Inclusion Strategy, in line with the State Service Diversity and Inclusion Framework 2017-2020. 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, as well as activities and projects identified in Treasury's Diversity and
Inclusion Strategy 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