Find useful advice and resources to help guide you through each suggested action area in your action plan.
Understand the business case for board gender parity and inclusion – beyond a focus on compliance with targets.
Belief in the business case for diversity and inclusion is critical in the journey for gender parity, and essential for motivating individuals to expend time, energy and resources in the pursuit of parity. Below are some suggested materials to help you in understanding how gender parity increases board and organisational performance, and why other powerful and influential business leaders in Australia have committed to action.
Make a public pledge to support achievement of the Queensland Government’s gender parity targets or your own targets, and other similar initiatives such as 'The Panel Pledge'.
The absence of women at public professional forums is a problem. Because speakers are usually male, audiences are given a narrow perspective. The lack of diversity limits the quality of the conversation and potential outcomes. Committing to speak at events with gender parity provides more women with profile building opportunities.
Reflect and seek feedback on whether you are role modelling inclusion, and engage in personal development to become more inclusive.
Participate in a mentoring program to support high-potential female candidates.
If your department/organisation does not provide mentoring for women on boards, you can establish and participate in your own program or below are some suggested providers you can sign up with.
Prior to each appointment decision establish through your recruiters, a written recruitment plan which supports diversity and inclusion.
Below are some resources to support you in influencing others to take action to address diversity and inclusion during the recruitment process.
For example, the plan may address:
Establish approved gender parity and inclusion targets and include progress in individual and departmental/organisational performance reviews.
For example:
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Find helpful links specific to key decision-makers serving as agents of change towards gender parity.