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Australian Public Service Gender Equality Strategy 2016-19

Diversity and inclusion in Defence is a critical capability issue. We must harness the broadest talents if we are to remain prepared to defend Australia, deliver and sustain Defence capability and develop the future capability Defence needs to conduct operations.

A gender-inclusive and equitable workforce culture focuses on the behaviours and attitudes displayed by senior executives through to individuals to ensure they foster inclusion and equity for all genders. Defence is committed to improving gender equality within the department, as it is an effective driver for building organisational capability, productivity and performance.

The APS Balancing the Future: The Australian Public Service Gender Equality Strategy 2016-19 (PDF) contains five key actions for driving high performance and boosting productivity by addressing the gender imbalance across the APS, these include:

  1. Driving a supportive and enabling culture;
  2. Achieving gender equality in APS leadership;
  3. Working innovatively to embed gender equality in employment practices;
  4. Increasing take-up of flexible work arrangements by both men and women; and
  5. Measuring and evaluating actions.

Defence APS Gender Equality Strategy Action Plan 2016-19

The Defence Gender Equality Action Plan 2016–19, is a high level overview of the five key priority areas that Defence will focus on as part of implementing the APS Gender Equality Strategy 2016-19.

The Action plan sets Defence’s commitment to progress towards sustained gender equality and ensures that best practice inclusion is embedded in our leadership and people management practices.