Make the journey

A coherent strategy facilitates stronger, faster gender equality progress and outcomes because it helps to ensure effort and investment are directed towards the right areas in the right order. The execution of the strategy requires a separate project or implementation plan for each objective. However, not every objective will (or should) be tackled concurrently. A typical strategic timeframe will be three to five years; actions and initiatives will need to be carefully distributed over the relevant timeframe, to ensure cost-effective delivery of optimal outcomes.

 

Prioritisation and scheduling

The priority, sequencing and timing of initiatives should take account of:

  • potential impact and likely return on investment
  • level of stakeholder support
  • timing of, and synergies with, other HR or change initiatives
  • business loading and priorities
  • complexity of work and implementation challenges / barriers
  • availability of resources
  • regulatory and other external drivers.
 

Implementation planning

Develop an implementation / project / action plan for each focus and result area, which details:

  • work streams
  • approaches and methodologies
  • outcomes and deliverables
  • roles and responsibilities
  • resources required
  • timeframes and milestones
 

Communication planning

A communications plan should include:

  • responsibility for communications
  • target audiences
  • audience needs / expectations
  • key messages
  • timeframes / scheduling / frequency
  • media options.
 

Communication objectives

Communications to support the release or refinement of gender strategy should:

  • explain – articulate the ‘what’, ‘why’ and ‘how’ of the gender strategy
  • educate – equip stakeholders with the knowledge and confidence they need to articulate and promote the gender strategy
  • engage – motivate and inspire stakeholders to actively contribute to the gender equality journey and convey a sense of ownership for successful outcomes at all levels

Communication messages need to be tailored to the specific needs and expectations of each stakeholder (individuals and groups).

 

For examples of key messages for specific stakeholders and audiences and further support during the implementation stage, please see the extended Gender Equality Strategy Toolkit (below).

Extended Gender Equality Strategy Toolkit

The toolkit provides guidance for organisations needing assistance meeting the minimum standards, those aiming to become an Employer of Choice for Gender Equality or organisations looking to adopt best practice.