Fixing the system not the women

Create an inclusive culture for women by identifying and addressing bias

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Fairness and equity have become a vital issue for many organisations. Following the COVID-19 pandemic, it is more important than ever that women have equal rights, responsibility and opportunity in society and in the workplace.

There are a series of evidence-based interventions available to help address biases (unconscious or otherwise) in the workplace which may benefit or exclude individuals.


Language used and applied in the workplace can influence perceptions and behaviours. Equity, diversity and inclusion (EDI) in the workplace is defined as follows:

Diversity is about people. This includes their demographic differences, backgrounds, multiple identities, and their unique experiences, perspectives, knowledge, abilities, ideas and more.

It is not referencing specific characteristics of only the minority within a group of people or society. Diversity encompasses all people and differences among us. Diversity is a mix of all of us.

Inclusion ensures diversity of knowledge, perspectives, information and ideas are used and applied when we collaborate, solve tasks, develop, innovate and make decisions.

Equality means each individual or group of people is given the same resources and opportunities. On the other hand, equity recognises each person has different circumstances and allocates resources and opportunities to reach an equal outcome. Equity encompasses a balance of power and addressing cases of inequality.

The case for equity and inclusion

The case for addressing equity, diversity and inclusion will be different for individual organisations. Investing in change falls into one of four categories: the business case, the legal case, the fairness and equity case, and the talent case.

Access the Fixing the system not the women resource for guidance on how to best identify and disrupt bias across talent lifecycles.

Fixing the system not the women Toolkit


This guidance material supports businesses to identify and disrupt bias across the talent lifecycle. It provides detailed guidance on:

  • Using organisational data to identify and shape interventions and;
  • Identifying and disrupting bias in attraction, recruitment and retention.
Fixing the System.pdf