Gender Equality Action Plan progress report

Background

The VGSO undertakes 4 key activities to meet our obligations under the Gender Equality Act, 2020:

consider, promote and take positive action towards achieving gender equality
undertake a workplace gender audit every 4 years
develop and implement a Gender Equality Action Plan (GEAP) every 4 years
report on gender equality progress to the Public Sector Gender Equality Commission every 2 years.

The VGSO does not develop public policy or deliver public-facing programs. It is not, therefore, required to conduct Gender Impact Assessments (as defined by The Act).

Seven workplace gender equality indicators underpin our gender equality activities. These indicators are set out by the Act and represent the key areas where progress must be made.

Gender pay equity
Gender composition at all levels of the workforce
Gender composition of governing bodies
Workplace sexual harassment
Recruitment and promotion
Gendered work segregation
Leave and flexibility

VGSO's collective commitment

Together we stand committed to fostering a culture of inclusion and belonging for all, respectful engagement and meaningful participation.

VGSO's GEAP 2021-2024 is a framework for sustainable, systemic change across our organisation.

Our focus areas include:

building awareness and capability
fostering gender diverse culture
data and technology enhancements
career growth and recruitment opportunities.

Progress report update

Key achievements for reporting period

The proportion of employees with a formal FWA increased by 10%, reaching 30% of all VGSO staff.
Senior leaders account for 25% of all formal FWAs taken up by employees.
100% of internal secondments in 2023 were women.
310 employees across the VGSO attended one of 14 Respect in the Workplace training sessions covering:
- sexual harassment
- escalation pathways
- available supports.
313 employees (87% of our workforce) attended one of 14 family violence training sessions.
60% of new hires now confidentially share their intersectional data.

Our progress against the 7 gender equality indicators

- VGSO's gender composition remained consistent with the 2021 reporting period, with women making up 77% of our workforce.
- A small number of employees self-described their gender for this reporting period. This is an encouraging shift in increased gender diversity at the VGSO.
- VGSO has a higher proportion of women when compared to the broader Victorian Public Service (59% are women, 2023).
- The gender balance at VGSO reflects industry trends for the legal profession - the Financial Review Law Partnership Survey indicated women fill 63% of solicitor roles.
- There has been a 7% shift in the gender composition of the VGSO's Executive Leadership team.
- Women make up 71% of ELT, compared to 78% in 2021.
- Changes in the composition of the executive leadership reflect structural changes that resulted in fewer heads of legal service branches.
- The VGSO's mean base pay gap in 2023 was 5%, which represents a 4.5% increase on the 2021 result.
- Our pay gap remains lower than the VPS pay gap of 6.8% and the national pay gap of 13.3%.
- We attribute this increase in our 2023 pay gap result to factors that include:
  - changes in staffing numbers and composition over time
  - more women being promoted to VPS 6 (and commencing at base)
  - the smaller cohort of men at the VGSO means the weight of a few high-paid individuals at higher bands (VPS6 and above) pushes the pay gap up further.
- There were no formal sexual harassment complaints submitted during the reporting period.
- People Matter survey 2023 results indicated that 3% of employees experienced sexual harassment in the workplace, which represents a 1% increase from 2021.
- The VGSO introduced new training programs and policy updates to enable a safe and respectful workplace culture where employees can speak up about harassment and other negative behaviours.
- The VGSO welcomed 244 new team members during the reporting period.
- 74% of these recruits were women and, of these, 76% were engaged for permanent positions.
- Women accounted for 78% of all promotions in 2023, with:
  - 21 promotions to leadership
  - 90% of promotions to permanent ongoing positions.
- Women made up 71% of higher duties arrangements, of these:
  - 76% were in full-time ongoing positions
  - 21% were in part-time ongoing positions.
- The percentage of employees with a formal flexible work arrangements (FWA) increased from 20% in 2021 to approximately 30% in 2023.
- The most common types of formal FWA taken up by our people include part-time employment, job share arrangements and compressed fortnights.
- Many employees also take up informal FWAs including flexible start and finish times and hybrid working.
- The VGSO saw the number of men in senior leadership roles with FWAs more than double, from 7% in 2021 to 16% in 2023.
- There was also a 6% increase in men taking carer’s leave, from 10% of all users in 2021 to 16% in 2023.
- People Matter 2023 survey results indicated a strong culture of flexibility:
  - 90% of employees agreed with the statement 'My manager supports working flexibly'
  - 80% agreed with the statement' I am confident that if I requested a flexible workplace arrangement it would be given due consideration'.
- At the VGSO, occupation classifications fall under 3 areas: managers, professionals, and clerical/administrative. For the reporting period, women made up:
  - 71% of managers
  - 77% of professionals (both at solicitor levels and corporate services)
  - 79% of clerical and administrative positions.
- This segregation is consistent with the VGSO's overall gender composition and the previous reporting period.

Our next steps

Strengthen structures and supports for VGSO's Diversity and Inclusion (D&I) Committee.
Roll out unconscious bias and intersectionality training.
Redesign our leadership development program with the knowledge, skills and behaviours to:
- foster a culture of inclusion and belonging for all
- support respectful engagement and meaningful participation.
Continue to refine our policies and practices in line with our commitment to gender equality and a safe, inclusive workplace.

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