Progress on Gender Equality Action Plan (GEAP)

Court Services Victoria's logo on a blue background with text reading, Gender Equality Action Plan.

Court Services Victoria (CSV) has successfully submitted its first progress report and audit, fulfilling its obligations under the Gender Equality Act 2020 and taking another step towards achieving gender equality across our operations.

In March 2022, CSV submitted its first Gender Equality Action Plan (GEAP), which includes six strategies and 34 measures. As of 30 June 2023, when progress was measured, only five measures had not yet been started.

Highlights include:

  • Finalised the CSV People Strategy 2023-2026
  • Implemented the Peer Support Network and Contact Officer Program
  • Launched employee networks, including the CSV Pride & Allies Network and the Gender Equality Advisory Group
  • Implemented 10 of the 11 recommendations from the Szoke Review
  • Provided training on unconscious bias, gender equality, diversity, and inclusion
  • Integrated behavioural expectations into induction processes
  • Developed guidelines for Gender Affirmation in the Workplace.

 

Since June 2023, we have also completed other actions including:

  • Launched the CSV Inclusive Language and Communication Guide
  • Finalised the CSV Flexible Work Policy and Guide
  • Conducted a detailed analysis to understand the causes of our gender pay gap
  • Improved intersectional data collection with the introduction of a new Personal Details Form.

Progress Against Gender Equality Indicators

The Commission for Gender Equality in the Public Sector assessed CSV's progress on seven key indicators:

  1. Gender Composition at All Levels: Yes (women make up 71% of the workforce; 61% in leadership roles, more employees identifying as non-binary or gender diverse).
  2. Gender Composition of Governing Bodies: Yes (equal representation in Courts Council - noting equal does not mean gender diverse)
  3. Gender Pay Equity: No (mean gap remains at 9.8%)
  4. Workplace Sexual Harassment: Yes (increased reporting and decreased prevalence rates indicates greater awareness)
  5. Recruitment and Promotion: No (further work to be done on promotion processes and opportunities for career development)
  6. Leave and Flexibility: Yes (increased uptake of flexible work arrangements by all genders and increase in men taking parental leave)
  7. Gendered Work Segregation: No (ongoing underrepresentation of women in management and technical roles, high levels of inappropriate workplace behaviours)

Gender Impact Assessments

CSV conducted four Gender Impact Assessments in the reporting period, leading to significant actions:

  • Bendigo Law Courts: Created inclusive facilities such as a Parent Room, a safe entrance for family violence victim-survivors, and culturally safe and inclusive building for First Peoples.
  • Court Management System: Updated gender identifiers and included pronoun options to support gender diversity.
  • Therapeutic Justice Program: Designed with gender and intersectionality in mind.
  • Remote Support Hearing Services: Designed with gender and intersectionality in mind.

CSV is dedicated to promoting gender equality in our workplace and services. We are committed to implementing the remaining actions from our GEAP and addressing intersectional gender inequality.

 

Read the full progress report:

Read the summary:

 

This page was last updated: Tuesday 10 December 2024 - 11:46am