Our Gender Equality and Respect Action Plan charts the course for how we will advance gender equality in the department and improve outcomes across our workforce.
Our vision is that DTF is a safe, respectful and gender-equitable workplace, where all our employees have equal access to opportunities, resources and responsibilities, regardless of their gender.
We know that gender inequity is a key driver of men’s violence against women. Gender equity is also essential for economic prosperity and a safer and healthier society.
Our journey
Our journey towards gender equity 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 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 and was aimed at achieving a 50/50 gender split in leadership positions in DTF from ASO7 and above by 2020.
In November 2021 we launched our Gender Equality and Respect Action Plan 2021 – 2024 (PDF, 418.3 KB) which was our first plan under the Gender Equality Act 2020, building on past achievements and aligned to White Ribbon Australia workplace accreditation criteria and the Our Watch workplace equality and respect standards.
Currently, we are developing the Gender Equity and Respect Plan 2025 to 2028.
Our achievements
Since 2016, we have come a long way towards achieving our goals, and we continue to work towards gender equity and respect including transparency in our progress.
Women in Leadership
- As at end of January 2025, 35.3% of DTF Executive positions are filled by women.
- As at end of January 2025, 54% of Senior Management positions are filled by women.
- As at end of January 2025, 58.6% of DTF staff are women.
- As at end of January 2025, 50.6% of Leadership Feeder group participants are women.
| 2016 | 2021 | 2025 | |
|---|---|---|---|
|
Women in executive positions (classifications included: SAES, Exec) | 17% | 45.9% | 35.3% |
|
Women in leadership feeder group (classifications included: AHP4, ASO7, ASO8, LE5, MAS3, PO4) | 39% | 49.4% | 50.6% |
We have reviewed several focus areas and implemented changes that are now business as usual. DTF is currently developing its DTF Gender Equity and Respect Plan 2025-2028.