Duty to Promote Gender Equality

“Don’t judge me by what I am, but by who I am”

Building organisational awareness is key to gaining employee buy-in, support and engagement with proposed actions to address intersectional gender inequality. Organisations should use a multipronged approach via executives and senior leaders, employee-wide engagement, and through the voices of employees with intersectional attributes.

Examples of work that could benefit from an intersectional gender lens include:

• providing gender analysis training
• developing and reviewing policies, programs, and services
• procuring goods, services, suppliers or consultants
• developing contracts
• assessing the provision of funding or grants
• recruiting, developing or promoting staff
• developing processes and strategies
• communicating with stakeholders and the community.

I was interviewed as part of an intersectional gender lens in relation to Gender Equality.

https://www.genderequalitycommission.vic.gov.au/share_link/8866559d-ee30-484f-94ac-b6f73d53573c/23187?section=513