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.


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