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Use workplace policies to help parents balance their work and home lives.

Systematic workforce planning aligns businesses and human resource needs to improve business outcomes.

There are high levels of transparency across the organisation.

The quality of managers and team leaders is the single biggest factor in the long-term success of an organisation and new initiatives.

Women are provided with appropriate encouragement and recognition of their skills and how those skills can be used to progress their career.

To understand the career paths available to them, women need to hear stories of senior female leaders who have been successful in their field of work.

Flexibility is built into career models with pathways allowing for different life stages and changing requirements.

Organisations communicate the activities they have in place to support women who are returning to the workforce.

The selection process is open, transparent, free of biases and encourages women to participate in the selection process.

The employee value proposition (EVP) portrays how the labour market and employees perceive the value employees gain by working in an organisation.

Job advertisements represent the ‘face’ of the organisation and send a strong signal about an organisation’s culture and values, and available job opportunities.

How a job is designed has a major impact on employee motivation, job satisfaction, absenteeism, and turnover.

Organisations have a positive reputation in the broader community and are recognised as an employer of choice.

Systematic workforce planning aligns businesses and human resource needs to improve business outcomes.

Policies and practices surrounding flexible work should be clear and accessible for all employees and their managers.

There is ongoing monitoring of women’s participation, and insights are addressed in a timely and efficient manner.