Where we are now..
Limitations of (gender-neutral) career mobility contributes to gender inequity through organisational gender pay gaps and limited opportunities for women at senior roles. At AMSA, we have identified that promotion for women are more disadvantaged through limitations associated with location, specific areas or limited roles available to increase mobility into more technical jobs. We face challenges with preexisting stereotypes or unconscious biases that effect fair, equitable practices and internal processes. AMSA ratios are as follows: Executive – 2 females of 6 total, Senior Managers – 4 females of 28 total and Employees – 175 females of 403 total.
What are our objectives
| Objectives | Key results |
|---|---|
| 3.1 By December 2023, all staff see a career pathway for themselves at AMSA that caters to diverse needs, and attracts and retains the future workforce AMSA needs |
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| 3.2 By December 2023, AMSA has purposefully created opportunity for a broader and more gender diverse talent pool to come through, resulting in a diverse leadership cohort |
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How we will deliver change:
- Investment in traineeships that actively identifies and supports women to transition into senior and/or technical roles
- Provide access to formal mentoring relationships
- Policy design and approach for flexible work arrangement available for roles
- Promotion of secondment opportunities in the broader APS
- Identify and promote pathways for job families/departments
Measures of progress
Improvement of gender composition year-onyear at various levels of recruitment pools
Evidence of compliance with the Workplace Gender Equality Act
Relevant AMSA policies including recruitment and promotion processes reflect gender equity objectives
Increased gender balance in leadership and training opportunities