As the largest public health system in Australia, building a diverse, equitable and inclusive workforce that represents the community we care for – including people of all genders – is vital to delivering the healthcare our communities need. When we have an inclusive workforce that feels valued for what their differences bring, we build a culture where people feel they truly belong. NSW Health’s Workforce Plan 2022-2032 identifies ‘Strengthening diversity in our workforce and decision making’ as a priority.
Develop targets and strategies such as leadership pathways and programs to reduce the gender segregation in the workforce
Lead: Ministry of Health – Workforce Planning and Talent Development; NSW Health agencies
Review our staff policies, including those related to leave, recruitment and sexual harassment to identify and address intersectional gendered impacts and ensure policies meet the needs of all genders
Lead: Ministry of Health – Workforce Planning and Talent Development; Workplace Relations
Provide education and training on the value of diversity and inclusion of people of all genders in the workforce, and how to remove unconscious bias in the workplace
Lead: Ministry of Health – Workforce Planning and Talent Development; Health Education and Training Institute
Strengthen staff experience for people of all genders by ensuring all People and Culture practices including recruitment processes and retention strategies embed gender inclusive principles and practices
Lead: Ministry of Health – Workforce Planning and Talent Development
Develop and promote clear recommendations for gender composition in our governance structures including senior leadership and boards
Our workforce and employee experience data shows there are gender disparities within NSW Health that we can and need to address. This plan also strengthens work that is already underway.
"… like many women in healthcare, I’ve encountered the subtle and complex barriers that can accompany leadership. This has included experiences of tall poppy syndrome, witnessing male colleagues progress more rapidly, and facing bias when I advanced—simply because I am a woman. These experiences have … highlighted the critical need for systems that not only support women’s progression into leadership roles but also recognise and value their contributions at every level of the organisation." Erin (she/her), NSW Health staff
"… like many women in healthcare, I’ve encountered the subtle and complex barriers that can accompany leadership. This has included experiences of tall poppy syndrome, witnessing male colleagues progress more rapidly, and facing bias when I advanced—simply because I am a woman. These experiences have … highlighted the critical need for systems that not only support women’s progression into leadership roles but also recognise and value their contributions at every level of the organisation."
Northern Sydney Local Health District has established an Advancing Women in Medical Leadership Working Group to improve the progression and representation of women in senior medical leadership roles. This Group leads initiatives such as leadership development programs, conferences, and visibility campaigns to highlight senior female medical role models. A resource hub for the medical workforce that supports this initiative is available on the NSW Health website. The Group has also set a goal for gender balance in senior medical leadership in the District by 2027 of 40% women, 40% men and 20% of any gender.
During the development of the plan NSW Health organisations reported that governance mechanisms include similar numbers of women and men.
Our workforce data shows females represent 49% of members of governing boards across NSW Health. There are more male Chairs on boards than females. There is no data on the representation of non-binary or other gender diverse people on NSW Health boards.§
The South Eastern Sydney Local Health District has published a Gender Affirmation Guide to address a gap in supporting staff who are seeking to affirm their gender in the workplace. This comprehensive practical guide outlines the district’s commitment to creating a supportive, respectful and inclusive environment for staff undergoing gender affirmation. In developing the guide, the lived experience of staff was considered to ensure key issues were captured. In-depth research was undertaken to ensure the guide was aligned to best practice and could be practically applied.
Ensuring our workforce understands the value of diversity and inclusion of all genders and is aware of unconscious bias and its impact is crucial to creating a more inclusive, equitable and productive workplace. The NSW Health Culture and Staff Experience Framework published in September 2024, sets the behavioural expectations for developing NSW Health’s workplace culture and cultivating a positive staff experience that brings out the best in everyone. Diversity, Inclusion and Belonging is identified in the framework as one of 9 culture levers that impact staff experience and shape culture.
Some gender awareness training is available at the statewide and local level across NSW Health. There is an opportunity to review effective resources and whether current training can be scaled system-wide. Offering a suite of training on diversity and inclusion as well as unconscious gender bias will grow staff awareness and promote behaviours that support an inclusive workplace culture. This includes educating staff to adopt gender inclusive language.
“I was lucky enough to have inspiring female leaders … Just observing how they navigated the challenges of a male-dominated environment with confidence and resilience has really impacted my understanding of leadership. Those experiences have … given me opportunities to lead [my] team fostering a culture of diversity, inclusion and empowerment.” Elizabeth (she/her), NSW Health staff
“I was lucky enough to have inspiring female leaders … Just observing how they navigated the challenges of a male-dominated environment with confidence and resilience has really impacted my understanding of leadership. Those experiences have … given me opportunities to lead [my] team fostering a culture of diversity, inclusion and empowerment.”
* NSW Ministry of Health Internal workforce data (2024).
‡ NSW Health People Matters Employee Survey (2024).
§ NSW Ministry of Health and health organisations self-assessments (2024).
† NSW Ministry of Health and health organisations self-assessments (2024).