Case for Change video 5
Gender diversity needs to be driven by leadership and should be considered during the strategic planning process so that your organisation can benefit from the strategic advantage.
Including gender diversity into your organisation’s strategic plan ensures that:
Setting your own gender diversity targets within your Strategic Plan is a compelling way to achieve greater gender diversity on your Board and in leadership.
Organisations that disclose their gender diversity objectives or targets have demonstrated a higher level of gender diversity than organisations that did not set targets.
Setting measurable, specific targets can be as simple as outlining in your strategic plan what your organisation will achieve.
Setting a deadline whilst regularly tracking progress in the meantime holds your organisation to account in achieving this strategic outcome.
Whilst each organisation will have its own set of targets specific to their context, it is important that you work with your leaders to ensure that your objectives are not only achievable, but provide your organisation with a strategic advantage.
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