1. On average, how many career steps are there in female-dominated roles (such as administrative support)? ____________
2. On average, how many career steps are there in male-dominated roles? __________
3. On average, how many career steps are there in mixed-gender roles? _________
4. How are female staff encouraged to apply for promotion and career progression?
| Method | Yes | No |
| Invitations to apply are posted on intranet |
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| Manager uses discretion to invite suitable candidates to apply |
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| A mentoring scheme to improve women’s representation at senior levels |
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| A leadership development programme to improve women’s representation at senior levels |
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| A regular slot on current opportunities for promotion and progression is allocated in performance appraisal discussion. |
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| Other (please describe) |
Internal applications for more senior roles
There is some evidence that, even when women and men have equal opportunities to apply for career progression, women are less likely to feel confident about applying for promotion
1. Of staff that are eligible for promotion/ progression, what are the proportions of women and men that apply? ________
2. Of male and female applicants for promotion/ progression, what proportions of women and men are successful?________
3. Do women and men advance to more senior roles in the organisation at the same rate?
| Yes | No |
4. Are all managers involved in the promotions process trained in gender equity?
| Yes | No | In preparation |
5. Are any senior managers employed part time?
| Yes | No |
Addressing gender issues in opportunities to participate at all levels
Some organisations have made significant progress in addressing gender equity issues in terms of opportunities for advancement for women. They have provided a number of examples of good practice.