Example indicators - work place settings

Below are some key resources that outline outcome domains for organisational settings. These resources can support you in developing indicators and benchmarks for the work place setting:

  • The Workplace Gender Equality Agency (WGEA) - WGEA has an employer of choice citation for gender equality. This leading practice recognition program aims to encourage, recognise and promote active commitment to achieving gender equality in Australian workplaces. WGEA indicators are listed here.
  • The Our Watch Workplace Equality and Respect standards and indicators - support organisations to assess organisational practices and policies and identify key actions to ensure that gender equality and respect are at the centre of your workplace.

Below are examples of process and impact indicators for evaluating workplace initiatives.

Process indicator examples

  • # or % of staff engaged in workforce development implementation

  • # or % of leadership engaged in workforce development implementation

  • # of departments engaged in workforce development implementation

  • A whole-of-organisation approach to gender equity is implemented (rather than just one department or team)

  • The approach to workforce development was inclusive of gender and cultural diversity

  • Workforce development was consistent with evidence based approaches (e.g. participatory approaches)

  • # or % of employees that were satisfied with workforce development processes (sex-disaggregated)

  • # or % of employees that actively engage in the workforce development processes (sex-disaggregated)

Impact indicator examples

As a result of the program/initiative:

  • # of policy changes/improvements that occurred (for example, introduction of policies or changes to existing policies that support gender equality in the workplace)

  • # of procedure changes/improvements that occurred (for example, gender sensitive budgeting; ratio of women to men in the workplace is bench marked)

  • # of leaders in the workplace that demonstrate commitment and leadership on gender equity in the workplace increased or was sustained

  • % of workplace budget and resources allocated to gender equity and prevention of violence training changes or improvements

  • # of staff members that have an increased understanding of gender inequality as a driver of violence against women

  • # of staff that have an increased awareness of actions they can take to prevent violence against women in the workplace

  • # of staff that have an increased commitment to promoting gender equity in the workplace

  • % of staff that do not tolerate sexist attitudes or jokes

  • # of female staff that report feeling they are a valued and respected part of their team

  • # of female employees that report feeling their work is equally valued

  • # of staff that can report an action they did to improve gender equality in the workplace (6-month follow-up)