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It is important that employees feel supported, encouraged and psychologically safe in their work environment. This includes ensuring employees understand and demonstrate respectful workplace behaviours.

The physical work environment (uniforms, equipment and facilities) is safe, suitable, clean, well maintained and meets the needs of all employees.

Organisations review HR practices, rituals and communication regularly to ensure they reflect changes in the external environment.

There is ongoing monitoring of women’s participation, and insights are addressed in a timely and efficient manner.

Policies and practices surrounding flexible work should be clear and accessible for all employees and their managers.

Systematic workforce planning aligns businesses and human resource needs to improve business outcomes.

Attracting and retaining previously underutilised sources of talent, including women, is key to addressing a skills shortage facing Australian businesses.

Organisations have a positive reputation in the broader community and are recognised as an employer of choice.

How a job is designed has a major impact on employee motivation, job satisfaction, absenteeism, and turnover.

Job advertisements represent the ‘face’ of the organisation and send a strong signal about an organisation’s culture and values, and available job opportunities.

The employee value proposition (EVP) portrays how the labour market and employees perceive the value employees gain by working in an organisation.

The selection process is open, transparent, free of biases and encourages women to participate in the selection process.

These training resources have been developed to assist newly approved providers administer the VET Student Loans program.

Organisations communicate the activities they have in place to support women who are returning to the workforce.

Flexibility is built into career models with pathways allowing for different life stages and changing requirements.