Map your organisation's current position

Using the gender equality diagnostic tool

The gender equality diagnostic tool provides a basis for consistent and robust assessment of an organisation’s current gender equality progress and performance against best practice indicators (which we have called ‘signposts’). It does this by setting the core gender strategy key focus areas against each phase of the gender equality roadmap.

This is not intended to be a formulaic or algorithmic methodology. Assessment requires application of judgement, informed by direct observation or experience, and supported by relevant data sources (both qualitative and quantitative). In this way, stakeholders in organisations can assess their current status against best practice indicators (the ‘signposts). Different stakeholders may have varying perspectives and score the organisation differently, according to the nature of their role and connection to the gender equality agenda (e.g. business leader, gender champion, team leader, team member, human resource manager, diversity practitioner etc.).

This is not only to be expected, but also represents a valuable insight. Exploring the reasons behind different stakeholder perspectives may uncover issues which are specific to particular parts of the workforce. The more diverse the stakeholders that are consulted, the more robust the assessment process will be. Understanding the issues better can inform development of solutions which are more effectively targeted.

The more inputs that are gathered, the more robust and useful the aggregated picture will be. Consulting with stakeholders in this way, and seeking their inputs, is also an engagement and support-building process in itself. One of the most useful features of the diagnostic is in identifying priorities for action; inevitably, organisations will perform more strongly against some focus and result areas than others; weaker scores suggest an area for prioritisation. The overall diagnostic assumes equal weighting for each key focus area.

Some organisations may validly choose to place more emphasis on certain elements than others, according to their own particular context – e.g. the nature of the business and the level of maturity achieved to date. However, no key focus area should be seen as irrelevant, because they are all components of an effective, comprehensive gender strategy, which reflects best practice. It is for each organisation to determine whether they wish to place more emphasis on one component than another.

Image is decorative and depicts a woman standing next to a map
WGEA data sources will include:
  • annual WGEA compliance reports (including workforce profiles)
  • Competitor Analysis Benchmark Reports
  • EOCGE submissions and outcomes
Other relevant internal data sources are likely to include:
  • policies, procedures and people management frameworks (e.g. capability models)
  • results from employee engagement or diversity surveys
  • quantitative metrics (e.g. talent pool composition, development program participation, flexibility utilisation, performance distributions, gender pay equity etc.)
  • performance against relevant KPIs and business scorecard measures, if applicable
  • relevant business practices (e.g. project and client account allocation, procurement etc.)
  • leadership communication relating to gender equality, including the business case.



    Scoring is a two-step process:

    Step 1
    Detailed assessment - score your organisation against each of the key focus areas. Do this by reviewing the ‘signposts’ provided. The signposts describe a level of organisational practice for a given key focus area which is aligned to each of the roadmap phase. Place a tick against the signpost that best describes your organisation’s practices
    Step 2
    Overall assessment – aggregate your detailed scores to provide an overview of your organisation’s current gender equality position and performance. Do this by copying each of your ticks for each key focus area onto the master table. Then allocate a numerical score for each tick, aggregate the scores and divide the total by 12 (the number of key focus areas) to produce an overall average. Round the average up or down to identify your organisation’s overall indicative roadmap phase

    For more detailed information on how to map your organisations position, please access the extended gender equality strategy toolkit (below).

    Extended Gender Equality Strategy Toolkit

    The toolkit provides guidance for organisations needing assistance meeting the minimum standards, those aiming to become an Employer of Choice for Gender Equality or organisations looking to adopt best practice.