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Increase the proportion of women in senior leadership roles to 50% in the government sector by 2025.

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.

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Download the full version of the Diversity Inclusion Belonging Guide

Current as at: Thursday 9 December 2021