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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.

The physical work environment (uniforms, equipment and facilities) is safe, suitable, clean, well maintained and meets the needs of all employees.

It is important that employees feel supported, encouraged and psychologically safe in their work environment. This includes ensuring employees understand and demonstrate respectful workplace behaviours.