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ÐãÉ«Ö±²¥and the NSW Department of Education promote gender equity to build a more diverse and inclusive workplace. Our Gender Equity Action Plan 2025–2028 (GEAP) supports an environment where everyone belongs.

The Gender Equity Action Plan is a strategic initiative that supports the NSW Government's commitment to gender equity. It aims to remove gender-based barriers for people of all genders across NSW.

The plan outlines measurable actions over the next three years to promote:

• equitable access
• fair treatment
• equal opportunities for women, men, and gender-diverse people working or studying with ÐãÉ«Ö±²¥and the Department of Education.

Every person deserves equal opportunities to participate and succeed. By addressing systemic barriers, we create pathways for everyone to excel.

This is the first time ÐãÉ«Ö±²¥and the Department of Education have collaborated on a joint diversity and inclusion action plan. This presents a shared commitment to gender equity across the tertiary education sector.

Supporting diversity and inclusion helps individuals and organisations thrive by creating a space where everyone feels valued and empowered to contribute.

The GEAP is a strategic initiative designed to guide our efforts to remove gender-based barriers to participation and advancement for:

• students
• employees
• community members of all genders.

Gender equity issues can arise from unfair systems, social pressures, and different views on inclusion.

ÐãÉ«Ö±²¥and the Department of Education created the GEAP to support a safe culture and inclusive workplace with equal opportunities.

The Gender Equity Action Plan aims to ensure that people of all genders:

• have equal access to work, economic opportunities, and financial security across all life stages
• feel safe in their relationships and communities, with access to services and support that meet their needs
• experience equal status, are recognised for their leadership, and are valued and respected for their diversity.

Through stakeholder feedback, data collection and reviewing our workforce profile, policies, programs, and services, we’ve identified four key focus areas:

1. Leadership
2. Systems and processes
3. Our people
4. Support and wellbeing

These pillars are designed to address barriers shaped by concepts such as race, ethnicity, socioeconomic status, and living with disability. All these aspects of ones life can compound gender inequality.

Actions under each focus area will work towards the following goals:

• Decrease the gender pay gap.
• Improve PMES results related to diversity and inclusion.
• Ensure systems offer respectful and inclusive gender identity options.
• Increase participation in capability programs that reduce gender and unconscious bias.
• Reduce gender segregation in roles.
• Improve gender equality in attraction, retention, and promotion.
• Increase representation of diverse gender identities in enrolment systems.
• Expand access to support services.

To track and support progress, we will:

• report annually to Women NSW
• provide updates to internal governing bodies across ÐãÉ«Ö±²¥and the Department of Education
• collaborate closely with staff networks, internal councils, and NSW government agencies to:
  - incorporate diverse perspectives
  - address intersectionality throughout the plan

Success will be assessed against qualitive and quantitate measures including:

• actions successfully implemented from 2025-2028
• seeking regular feedback from our employees, learners and community and industry
• review and analysis of the People Matters Employee Surveys
• audit and review of workforce data sources, programs, services, functions to identify trends and areas for improvement.