In this workshop, participants compared the pros and cons of gender-inclusive, gender-neutral and gender-distinctive approaches to organisational policies. 

The ATSE D&I Toolkit provides small and medium enterprises with guidance on how to recruit, retain and progress a diverse workforce. 

Most organisations had policies on flexible and interrupted training, but few had transparent data on how people were selected for committees or training programs. 

HFE methods are used to design safe, user-friendly products that meet people’s needs. Can we apply the same methods to set up workplace policies and systems that achieve inclusive outcomes for all?

In the first session of the Intersectionality Series, we unpick what it means to take an intersectional approach to workplace gender equity, diversity and inclusion.

The Transforming Women’s Leadership Pathways program developed actions that government, universities and industry must take to close the leadership gender gap in 10 key sectors.

Developed by the SAGE ACT Regional Network, the Intersectionality Walk is an educational package for understanding how a person’s multiple identities can compound advantage or disadvantage.

Griffith University share their solution to unintentional deadnaming and misgendering in library and corporate systems.

To address gender imbalance at conferences and panels, Curtin University’s Faculty of Health Sciences have agreed not to sponsor or promote events without knowing the organiser’s gender equity policy.

In this webinar, we dissect a case study of a travel expense policy and identify four steps to create more effective policies for gender equity.