Survey Results / Question 28
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Question 28

Thinking about the policies that some organisations are putting in place, how important you think the following policies are for improving gender balance?

In-house childcare or preferential childcare arrangements
Very important38%  53%Somewhat important48%  40%Not important7%  4%Don’t know/no view7%  3%
446 of 645 responses
Flexible work practices
Very important72%  85%Somewhat important24%  14%Not important2%  1%Don’t know/no view2%  0%
446 of 645 responses
A public gender strategy
Very important24%  43%Somewhat important50%  48%Not important20%  8%Don’t know/no view6%  1%
446 of 645 responses
Compulsory and substantial unconscious bias and stereotype training
Very important25%  56%Somewhat important52%  39%Not important13%  3%Don’t know/no view10%  2%
446 of 645 responses
‘Keep-in-touch’ policies for employees on maternity, paternity and carers’ leave (e.g. email, building & parking access and opportunities for staff get-togethers)
Very important28%  54%Somewhat important54%  40%Not important7%  3%Don’t know/no view11%  3%
446 of 645 responses
Monitoring and evaluation of gender equality progress
Very important35%  65%Somewhat important50%  31%Not important11%  4%Don’t know/no view4%  1%
446 of 645 responses
Benchmarks and targets (not quotas) for the ratio of women in leadership roles
Very important35%  62%Somewhat important43%  33%Not important17%  4%Don’t know/no view5%  1%
446 of 645 responses
Enforced quotas for the ratio of women in leadership roles
Very important13%  34%Somewhat important28%  38%Not important48%  23%Don’t know/no view11%  5%
446 of 645 responses
Blind recruitment and promotion practices
Very important32%  51%Somewhat important36%  34%Not important20%  7%Don’t know/no view13%  9%
446 of 645 responses
A formal mentoring program for women
Very important15%  42%Somewhat important47%  49%Not important22%  6%Don’t know/no view15%  2%
446 of 645 responses
Better and more flexible family leave provisions provided during overseas deployments (e.g. postings, fieldwork and placements)
Very important41%  59%Somewhat important35%  32%Not important11%  2%Don’t know/no view13%  6%
446 of 645 responses
Naming of rooms, buildings, prizes and scholarships after women
Very important14%  20%Somewhat important42%  48%Not important37%  28%Don’t know/no view7%  3%
446 of 645 responses
Equal representation of men and women on recruitment and conference panels
Very important38%  68%Somewhat important46%  28%Not important14%  3%Don’t know/no view2%  0%
446 of 645 responses
Gender-specific recruitment, retention and promotion policies
Very important12%  41%Somewhat important34%  36%Not important40%  16%Don’t know/no view14%  7%
446 of 645 responses
Independent reviews of organisational progress
Very important33%  53%Somewhat important50%  38%Not important14%  7%Don’t know/no view2%  2%
446 of 645 responses
Gender/diversity committees
Very important14%  33%Somewhat important46%  49%Not important32%  16%Don’t know/no view9%  2%
446 of 645 responses
Greater public promotion of female staff achievements. For example, featuring photographs and stories in key public workspaces or hosting more former female staff at events
Very important17%  36%Somewhat important47%  46%Not important29%  15%Don’t know/no view7%  3%
446 of 645 responses
Prioritising greater diversity in senior leadership positions based overseas
Very important28%  63%Somewhat important40%  30%Not important19%  4%Don’t know/no view14%  3%
446 of 645 responses
Actively encouraging women for promotions and work opportunities
Very important45%  83%Somewhat important37%  15%Not important12%  2%Don’t know/no view6%  0%
446 of 645 responses
Female RespondentsMale Respondents
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