Gender equality strategy guide

The Gender Equality Strategy Guide (Guide) equips you with the skills and resources to start and/or continue the change process towards greater gender equality in your organisation. The change process involves evaluating the current status of gender equality in your organisation, planning your organisation’s future gender equality objectives and actions as well as tracking your organisation’s progress over time.

Addressing gender equality within your organisation requires a strategic and systematic approach and it is a process that takes time. The aim of gender equality in the workplace is to achieve broadly equal outcomes for women and men, not necessarily outcomes that are the same for all.

The change process

Moving towards gender equality in an organisation involves a process of change and there are many different models and tools for managing organisational change. This guide is not intended to substitute these. Instead it reflects established change management principles and provides a simple, strategic framework that can be integrated into a change process already in use by an organisation.

The guide is structured around the four steps which typically guide change programs.

GES toolkit - Change process

Why is a gender equality strategy important?

A strategy provides a foundation for a plan of action to achieve a range of objectives. It provides a blueprint for accountability against measurable objectives – outlining who will execute tasks and by when. A strategy helps to create specific project plans for discrete initiatives and it can provide detail about how to prioritise actions.

Without a strategy, it is very diffcult to gauge whether day-to-day activities and decisions are helping the organisation effectively progress towards the desired end-goal. A gender equality strategy enables organisations to move beyond an ad-hoc (programmatic) approach to gender equality and ensures investment in gender initiatives is targeted. Having a shared understanding of the strategy increases commitment to the initiatives and enables all parts of the organisation to work together towards the achievement of the objectives.

A gender equality strategy:

  • outlines a gender equality vision for an organisation
  • links to a business or organisational strategy
  • identifies practical goals
  • includes measurable objectives linked to goals
  • promotes active and inclusive leadership
  • is easy to communicate
  • holds an organisation accountable for its gender equality progress
  • follows a transparent governance process
  • goes beyond gender equality to consider other elements of inclusion, diversity and intersectionality (social stratification linked to class, race, sexual and gender diversity, age, religion, disability etc.)
  • is integrated with all functions and levels of an organisation.