Women in Leadership program overview

In the Transport cluster we’re committed to improving the gender balance within our leadership team so that it is more reflective of our customer base. This will assist us to develop a culture that is more customer-focused, innovative and attractive to talented, diverse staff.

What’s our target?

Transport has made progress at shifting our current state of gender equality and successfully reached our initial target of 25.5% nine months early, reaching 26.3% in March 2017 (equivalent to an additional 154 Senior Service women since Jan 2016). This further increased to 27.7% by December 2017.

Our aim is to increase the representation of female senior leaders to 34% by June 2018.

Premier's Priorities

Our goals support specific employment targets set by the NSW Government for the public service organisations in 2015, known as the ‘Premier’s Priorities’. Priority nine is ‘Driving public sector diversity’. By 2025, the NSW Premier wants to achieve 50:50 gender balance in all senior public service roles.

For more information visit the NSW government website

How will we do it?

  • We will successfully attract female talent to our executive roles through targeted recruitment strategies that will sell realistic benefits for women in Transport.
  • We will successfully retain our female staff through targeted development, mentoring and talent management.
  • We will ensure that our leadership is visible and accountable in its commitment to address gender balance.

What are we doing?

The following initiatives have been developed to support the program:

  • Marketing campaign and collateral to attract women leaders to Transport.
  • Tools and programs to assist hiring managers in recruitment and addressing “unconscious bias”.
  • Senior Service and Senior Award Talent identification and succession planning.
  • Targeted programs to support further development of female leaders, including:
  • Fast tracking leader succession into technical and operational areas.
  • Fast tracking program for high potential senior award employees.
  • Connecting forums for female leaders.
  • Targeted mentoring and sponsorship approach.
  • Targeted Transport wide Women in Leadership internal communication and engagement campaign..

In the Transport cluster we’re committed to improving the gender balance within our leadership team so that it is more reflective of our customer base. This will assist us to develop a culture that is more customer-focused, innovative and attractive to talented, diverse staff.

What’s our target?

Transport has made progress at shifting our current state of gender equality and successfully reached our initial target of 25.5% nine months early, reaching 26.3% in March 2017 (equivalent to an additional 154 Senior Service women since Jan 2016). This further increased to 27.7% by December 2017.

Our aim is to increase the representation of female senior leaders to 34% by June 2018.

Premier's Priorities

Our goals support specific employment targets set by the NSW Government for the public service organisations in 2015, known as the ‘Premier’s Priorities’. Priority nine is ‘Driving public sector diversity’. By 2025, the NSW Premier wants to achieve 50:50 gender balance in all senior public service roles.

For more information visit the NSW government website

How will we do it?

  • We will successfully attract female talent to our executive roles through targeted recruitment strategies that will sell realistic benefits for women in Transport.
  • We will successfully retain our female staff through targeted development, mentoring and talent management.
  • We will ensure that our leadership is visible and accountable in its commitment to address gender balance.

What are we doing?

The following initiatives have been developed to support the program:

  • Marketing campaign and collateral to attract women leaders to Transport.
  • Tools and programs to assist hiring managers in recruitment and addressing “unconscious bias”.
  • Senior Service and Senior Award Talent identification and succession planning.
  • Targeted programs to support further development of female leaders, including:
  • Fast tracking leader succession into technical and operational areas.
  • Fast tracking program for high potential senior award employees.
  • Connecting forums for female leaders.
  • Targeted mentoring and sponsorship approach.
  • Targeted Transport wide Women in Leadership internal communication and engagement campaign..