Where we are now..
Investing in and building gender knowledge supports all other impact areas we have identified and is ongoing work. To encourage change across our teams, we need to build a baseline gender competency that includes shifting views on gender, inclusivity and other identity factors. Parallel to building competency we need to address our understanding in why gender equality is important and encourage role models to take a lead in teams to demonstrate commitment, behaviours and results. Taking practical steps to invest appropriate time and dedicating effort to train is needed to ensure the entire action plan is supported.
Our objectives and key results
| Objectives | Key results |
|---|---|
| 8.1 By December 2022, new documents have no gender bias in any language used in AMSA, and staff are aware of how to avoid gender biased language and why it is important to do so |
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| 8.2 By December 2022, AMSA internal training and policies are reviewed and updated to support the Gender Equality Action Plan |
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| 8.3 By June 2023, there is an observable cultural change in how AMSA approaches gender equity and equality |
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How we will deliver change:
- Written material published and distributed (both internal and external) by AMSA is gender inclusive inlanguage
- Review of induction and training material to be gender inclusive
- AMSA policies are reviewed with gender equity and equality focus
Measures of progress
Learnings about AMSA’s action plan are shared with industry and community
Evidence of improved availability, quality and use of data to support gender action plans, progress and reporting
Relevant AMSA policies reflect gender equity objectives
AMSA communication materials including digital media are gender inclusive in language