Workplace gender equity is achieved when people are able to access and enjoy the same rewards, resources and opportunities regardless of their gender.

This means that people of different gender experiences can achieve broadly equal outcomes, but not necessarily exactly the same outcome. 

Data on gender equity in the sector

The NSW State of the Public Sector report shows:

  • women are 65% of the NSW Government sector workforce and 40.3% of senior leadership
  • women and men from diverse backgrounds are less likely to be represented in senior leader positions
  • women are still overrepresented in traditionally female industries and occupations
  • men dominate higher paid roles but are less able to access flexible working and caring support arrangements.

Sector action on gender equity

The Premier’s Priority for a World Class Public Service has set a target that 50% of senior leadership roles will be held by women by 2025. 

Each cluster has its own strategy and action plan for driving gender equality in senior leadership. If you would like more detailed information on those strategies, please contact the cluster directly. 

Our work on gender equity

We work with NSW government departments and agencies to improve gender equity across the sector. This includes coordinating the actions agencies take on Premiers Priority targets. 

Our program of work includes:

Be an inclusive leader: website and resources

To help you understand how to be an inclusive manager, we profile 6 leaders and detail the practical actions you can take.  Read their stories and download posters, case studies and social media tiles to distribute through your workplace. 

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Increase application rates of women for senior roles

Explore further research on how an email and a phone call can increase the likelihood of women reapplying for a senior role by 27%. Email us for access to a toolkit explaining how to implement this intervention

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Email for more information.

How to improve gender equity

These reports outline the main barriers to gender equality in the public sector, and the actions you can take to address them.

Give good feedback

Research shows women do not receive actionable feedback after job interviews – this guide helps you to change that and increase female application rates.

People managers and gender equality

A report into how people managers can progress gender equality in their teams. 

Advancing women

A report on methods of increasing the participation of women in senior roles.

Specific strategy and support for key gender equity issues

  • Developing a Gender Equality strategy: the Workplace Gender Equality Agency is an Australian Government statutory agency who promote and improve gender equality in Australian workplaces. The WGEA provides the best practice guide to developing a gender equality strategy. 
  • Supporting Working Parents: one in two mothers and a quarter of fathers experience workplace discrimination in relation to pregnancy and parental leave. This Australian Government website provides online resources for employers and employees on their rights and obligations related to pregnancy, parental leave and return to work. 
  • Addressing sexual harassment: Know the Line is a website and toolkit of resources on how organisations can address sexual harassment developed by the Australian Human Rights Commission.
  • Best practice research: Catalyst is recognised as a world-leading non-profit organisation that provides research and practical resources on how to improve gender equality at work. 
  • Engaging men in gender equality: Male Champions of Change is an Australia wide initiative where executives commit to championing gender equality. 
  • Bias in job advertisements: The gender decoder website can help to design job advertisements that appeal to both women and men by checking for gender bias in the language used. Run your job advertisements through it before you release them.