Embedding gender equity into organisational documents

Embedding gender equity into organisational documents and plans ensures that fairness and inclusion are not just values, but operating principles. When equity is written into constitutions, policies, and strategies, it becomes part of everyday decision-making and accountability structures. This helps create workplaces where everyone has equal access to opportunity, leadership, and recognition. Beyond compliance, it builds stronger, more resilient organisations that reflect the communities they serve and harness the full potential of their people.

The table you'll find by clicking the below button outlines key organisational documents where gender equity principles should be reflected. For each document, it suggests what to include, who is responsible, and why it matters. Use it as a practical guide to review your organisation’s current documents and identify gaps or areas for improvement.

To build gender equity in your workplace:

• Start by reviewing your existing policies and plans to see where gender equity is already addressed and where it is missing.
• Set clear, measurable goals and report progress publicly to build accountability.
• Involve diverse voices in developing and reviewing policies to ensure they reflect lived experience.
• Allocate funding and leadership responsibility to equity initiatives, not just goodwill.
• Treat gender equity as an ongoing process that requires review, reflection, and continuous improvement.