A report from an initiative of senior Australian business leaders, addressed to Chief Executive Officers and senior executives engaged in implementing gender diversity strategies within their companies. Working from lessons learned implementing these strategies within their own organisations, the authors lay out guidelines for diversity programmes across a three-phase model. Actions which have proven most effective are identified, with examples from a range of companies, including refinements which have been added to strategies over time. The actions cover subjects such as leadership commitment, sponsorship programmes, talent management, bringing bias to the surface where it can be addressed, and normalising use of flexible working arrangements.
The authors address difficulties which arise in cementing diversity as a priority, comparing the process to the institution of a "safety culture" within an organisation. An appendix provides detailed case studies of the journeys two companies have made through all three phases of the process.