All Cabinet Submissions and NPPs must include a Gender Equality Summary in the relevant section in the Impacts Table of the Cabinet Submission or NPP. The Gender Equality Summary provides an overview of the outcomes of the gender analysis and/or Gender Impact Assessment. This informs decision-makers of the gendered impacts of the proposal (i.e. how women and men may be affected differently) and how it relates to gender equality.
If a Gender Impact Assessment is required:
- Specify which criteria the proposal met and include the Gender Impact Assessment attachment number for the Cabinet Submission or NPP.
- Use the completed Gender Equality Summary section of the Gender Impact Assessment Template. This should outline:
- the overall impact of the proposal on gender equality (i.e. whether the proposal progresses or does not progress gender equality)
- an explanation of the impact using data to outline how different people and groups will be affected (including both the end users and delivery workforce as relevant)
- whether the proposal includes gender equality actions and if there is targeted support for people with diverse and intersecting experiences
- references to Working for Women priority areas and outcomes where relevant.
If a Gender Impact Assessment is not required:
- Note the proposal did not meet the criteria for Gender Impact Assessment.
- Include a brief summary of the initial gender analysis findings for the proposal, as per the Budget Process Operational Rules requirements. This could include:
- whether the proposal has implications for gender equality, or differentiated or disproportionate gendered impacts
- if the proposal has specific impacts for people with diverse and intersecting experiences.
- Phrases such as ‘nil impacts’ are not sufficient in isolation and should be explained.
The Gender Equality Summary for a Cabinet Submission with multiple NPPs should reflect the gender analysis for the Cabinet Submission as a whole.
Gender Equality Summary examples
The first example is for a proposal that will provide frontline legal services to women escaping gender-based violence. A Gender Impact Assessment was required and found the proposal will progress gender equality.
Gender Equality Summary – progresses gender equality
This proposal meets the Gender Equality, Value, Workforce, and Cohorts criteria for Gender Impact Assessment (GIA). The GIA is at Attachment A5. The proposal progresses gender equality by increasing frontline legal assistance services for women escaping gender-based violence, with a focus on those most at risk, especially First Nations women. It also addresses pay disparity in the legal assistance sector by narrowing the gap between the female-dominated community legal sector and Legal Aid Commissions. Women make up 70% of legal practitioners in the community legal sector, rising to 80–90% in Family Violence Prevention and Legal Services. This funding will enhance the specialist legal support available to prevent and respond to gender-based violence, helping keep women and children safe. The proposal relates to Working for Women: A Strategy for Gender Equality priority areas: gender-based violence and economic equality and security, specifically Outcome 1.1: all people live free from violence and are safe at home, at school, at work, in the community and online and Outcome 3.1: the gender pay gap closes.
The second example is for a proposal that seeks funding to support an existing male dominated workforce. A Gender Impact Assessment was required and found the proposal will not progress gender equality because of existing structural gender inequalities, which are partially mitigated through a gender equality action.
Gender Equality Summary – will not progress gender equality
This proposal met the Workforce and Value criteria for Gender Impact Assessment (GIA). The GIA is at Attachment A. This proposal will not progress gender equality because it provides funding to the manufacturing industry, which is an existing male dominated workforce and the benefits will flow mostly to men, which may contribute to widening the gender pay gap or slow its closing. The existing workforce is made up of 73% men and 27% women. The proposal partially addresses this risk by providing targeted communications to women to improve their understanding of the employment opportunities in this workforce, as well as flexible education and training opportunities. The proposal also includes actions to require employers to implement best practice mechanisms for reporting discrimination and harassment in order to create safe and inclusive workplaces for women, and offer flexible work arrangements and encourage uptake by all staff. The board that will be established under the department as outlined in this proposal will meet all Gender Balance on Australian Government Boards’ targets. The proposal relates to Working for Women: A Strategy for Gender Equality priority areas, including economic equality and security and leadership, representation and decision making, specifically Outcome 3.1: the gender pay gap closes, Outcome 3.2: industries and occupations are less gender segregated and Outcome 5.1: there are more women across all levels of political, judicial and public service leadership and decision-making.
The third example is for a proposal that seeks funding to upgrade an existing government ICT service. The department self-assessed the proposal did not meet the 4 criteria for Gender Impact Assessment. This example demonstrates how initial gender analysis and data is used to inform advice on gendered impacts.
Gender Equality Summary – no GIA
This proposal did not meet the criteria for Gender Impact Assessment. There are no differentiated or disproportionate impacts based on gender. The proposal will maintain existing and best practice levels of protection for customer information for all people, regardless of gender. The department administering the ICT program has close to a gender balance in both the ICT and service delivery workforce affected by the proposal. Women make up 45% of the ICT workforce and 51% of the service delivery workforce.