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

ObjectivesKey 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
  • Gender neutral language is used throughout AMSA, there is a list in place that is kept up to date and is in line with the APS style guide
8.2 By December 2022, AMSA internal training and policies are reviewed and updated to support the Gender Equality Action Plan
  • By December 2022, all employees received training and awareness of supporting policies
  • Next 12 months, review of policies and communications internal/externa
8.3 By June 2023, there is an observable cultural change in how AMSA approaches gender equity and equality
  • More gender inclusive roles, and equitable processes and systems support/transforms AMSA’s everyday work
  • Decisions and behaviours take into account power dynamics and biases and actively addresses these

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