In-house childcare or preferential childcare arrangements
446 of 645 responses
Flexible work practices
446 of 645 responses
A public gender strategy
446 of 645 responses
Compulsory and substantial unconscious bias and stereotype training
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)
446 of 645 responses
Monitoring and evaluation of gender equality progress
446 of 645 responses
Benchmarks and targets (not quotas) for the ratio of women in leadership roles
446 of 645 responses
Enforced quotas for the ratio of women in leadership roles
446 of 645 responses
Blind recruitment and promotion practices
446 of 645 responses
A formal mentoring program for women
446 of 645 responses
Better and more flexible family leave provisions provided during overseas deployments (e.g. postings, fieldwork, placements etc.)
446 of 645 responses
Naming of rooms, buildings, prizes and scholarships after women
446 of 645 responses
Equal representation of men and women on recruitment and conference panels
446 of 645 responses
Gender-specific recruitment, retention and promotion policies
446 of 645 responses
Independent reviews of organisational progress
446 of 645 responses
Gender/diversity committees
446 of 645 responses
Greater public promotion of female staff achievements. For example featuring their photographs and stories in key public workspaces,or hosting more former female staff at events
446 of 645 responses
Prioritising greater diversity in senior leadership positions based overseas
446 of 645 responses
Actively encouraging women for promotions and work opportunities
446 of 645 responses