Download as PDF

Equalising gender in positions of leadership has been linked to increased staff engagement and retention, with staff better able to identify with their organisation and develop a sense of belonging. More flexible and supportive work practices and policies may also result in and encourage new ways of working for all employees. Having equal representation of women in senior roles starts the sustainable pipeline for future leaders. With women making up more than half of the NSW Health workforce, visible female leaders provide inspiration for career progression and provide a wider pool of candidates for mentor based programs.

What can employees do to achieve the target?

Express interest in and apply for leadership development programs

The Public Service Commission coordinates a number of leadership development programs and courses which are designed to build capability and capacity in senior executive positions.

Programs are available for public sector employees in salary bands from Clerk 7/8 (or equivalent) to senior executive bands. Details regarding available courses can be found on the Public Service Commission's website. Staff are encouraged to also contact workforce/human resource units for further information as some applications are coordinated at the agency level.

The NSW Leadership Academy, also coordinated by the Public Service Commission, provides opportunities for leaders in clerk grades 11/12 or equivalent and above to further grow and develop capabilities required to succeed at the next level of sector leadership.

Be proactive in career planning and development

Being actively engaged in career planning helps to focus efforts on developing skills and capabilities relevant to career aspirations.

Identifying senior management aspirations and seeking out individuals in leadership roles for advice about career paths may assist in determining experiences and knowledge required to be prepared for similar roles. Considering lateral and non-linear career pathways and opportunities, expressing interest in or speaking up about new ways to participate, taking on challenging assignments and projects, and sharing goals and ideas for self-development in performance reviews can all contribute to growth in capabilities relevant to career ambitions.

Helpful resources and information to assist in career planning and building a leadership career include The Queensland Public Service Commission Leadership Roadmap.

Statement of commitment

NSW Health welcomes people from diverse backgrounds. We are committed to having a workforce that reflects the communities we serve.

Staff wearing scrubs and working on computer

Gender balance in leadership - Benefits from an organisational perspective

Gender balance in leadership provides organisations with a range of positive outcomes. Improving the number of women in leadership positions is not only considered good organisational practice, but also supports diversity in thoughts, experiences, knowledge, ideas and perspectives.

Read more about the organisational perspective
Yuan, an Asian woman with a disability, working at a desk with files

Case study: Employ-my-ability

Employ-my-ability is a multi-award winning transition-to-work training program for school leavers with significant intellectual disability. It has been in place in Sydney Local Health District (SLHD) since 2008 when Royal Prince Alfred (RPA) Hospital partnered with a local disability training and employment agency, Jobsupport.

Read more about Employ-my-ability

Further information and resources are available

Download the full version of the Diversity Inclusion Belonging Guide

PDF of Diversity Inclusion Belonging Guide
Current as at: Tuesday 22 September 2020