At the Department of Treasury and Finance (DTF), we are committed to driving Gender Equality and Respect outcomes across our workforce.
Our journey towards gender equality started several years ago, with our Women in Treasury Group advocating for women and organising initiatives to support them on their career paths. Our journey progressed more formally in 2016 with the launch of our first Gender Equality in Leadership (GEiL) strategy, which was recognised as leading edge across the South Australian public sector at the time.
The implementation of this strategy was led, championed and monitored by the Executive Leadership Group (ELG) and was aimed at achieving a 50/50 gender split in leadership positions in DTF from ASO7 and above by 2020.
|David Reynolds, previous Chief Executive of the Department of Treasury and Finance, presenting to key stakeholders on 7 June 2016 about why Gender Equality in Leadership is important to him and the department and how this strategy will be implemented.|
|Erma Ranieri, Commissioner for Public Sector Employment at Office for the Public Sector, presenting to key stakeholders on 7 June 2016 about why DTF’s Gender Equality in Leadership strategy is important to the Public Sector.|
Download a copy of DTF's first GEiL strategy.
Since 2016, we have come a long way towards achieving our goals, with an overall 30% increase in women in executive positions. (see table below)
|Women in executive positions|
(classifications included: SAES, Exec)
|Women in leadership feeder group|
(classifications included: AHP4, ASO7, ASO8, MAS3, PO4)
1as at signing of GEiL strategy in 2016, 2as at July 2021,
We have reviewed several focus areas and implemented changes that are now business as usual, including:
- Gender neutral terms and statements promoting diversity, flexible work and part time work embedded in all job and person specifications, job advertisements, recruitment processes and interviews
- Future female leaders are identified and included in all branch succession plans
- Flexible working arrangement opportunities are promoted on an ‘if not, why not’ basis, with information available to all staff, including arrangements tailored for staff returning to work after extended leave
- Flexible working arrangement resources and training modules have been updated and flexible working arrangement policies amended to ‘yes’ by default
- Implementation of new policies and fact sheets, such as the Domestic Violence policy, guideline and leave provisions, Combining Work and Breastfeeding policy and fact sheets on Commonwealth Paid Parental leave.
Our next steps
We’re proud of our progress so far but we know there is yet more important work ahead. We value the critical importance and benefits that gender equality brings to DTF and know to achieve this we have to continually challenge our mindsets, culture and unconscious bias.
In November 2021 we launched our new Gender Equality and Respect Plan, which brings together our past experience and lessons learned, and sets the roadmap for how we’ll keep addressing gender equality as a priority in DTF. Our new plan also brings together our commitments and forward planning as a White Ribbon workplace, as we know that gender inequality is a key driver of men’s violence against women.
We look forward to continuing our journey towards a safe, respectful and gender-equitable workplace, where all our employees have equal access to opportunities, resources and responsibilities, regardless of their gender.