Women in Gaming & Hospitality have adopted the following position on gender equity. We would like all organisations big or small to adopt the same positions.
Women in Gaming & Hospitality supports gender diversity targets. We believe targets should be set for all management levels of 40:40:20 gender representation (40% female, 40% male and 20% discretionary). We believe the board of the organisation should oversee the monitoring and progress of these targets.
Women in Gaming & Hospitality believe this target statement allows organisations to pursue gender equitable outcomes for women, with flexibility in the leadership makeup of a range of 40% to 60% female. This allows longevity within the target and ensures the focus is maintained on the right outcomes.
We believe organisations should have diverse representation of genders on recruitment shortlists.
Women in Gaming & Hospitality believe organisations should set a target of at least 40% female representation.
At a minimum there is gender diversity on the shortlist. We believe the interview panel must have diverse gender representation. We encourage and support at least one person on the interview panel having undertaken unconscious bias training in the past 24 months. We believe organisations should promote and provide pathways to increase the number of women in management and leadership roles through targeted development and talent identification programs.
Women in Gaming & Hospitality believes organisations should adopt procurement principles that actively support gender equity.
We believe our partners can utilise their purchasing power to advocate for change.
Women in Gaming & Hospitality supports the use of supplier gender equity statements or requests in the procurement of goods. We encourage the adoption of this statement:
“This organisation is a member of Women in Gaming & Hospitality, we consider female representation at the Board level and senior management in the consideration of the suppliers we utilise. We expect our suppliers, where appropriate to have policies that address gender imbalances at all levels in their organisation.”
Marketing Material Audit
Women in Gaming & Hospitality believe organisations should review their marketing materials to ensure that gender stereotypes are not perpetuated and their marketing reflects their commitment to gender equity.
We encourage the adoption of this statement:
“This organisation is an supporter of Women in Gaming and Hospitality Australasia and supports the achievement of gender equity in our industry. We have conducted a review of our marketing materials to remove any gender stereotypical images and content and ensure that our marketing reflects our commitment to gender equitable outcomes . We encourage companies to conduct an audit of their marketing materials through a gender equity lens to ensure the same outcomes. For support or further resources visit www.wga.org.au
Women in Gaming & Hospitality is opposed to domestic violence. We believe organisations should exceed their legislative requirements and provide support for employees that experience family and domestic violence.
Suggested support can include paid special leave per year, access to counselling and other referral services, including a dedicated domestic violence support line through EAP/ Wellness provider, flexible working arrangements, and an assurance of confidentiality. Partner with protective services and charities for further assistance/support/ guidance.
Provide employees with access to information from utility providers and banks that provide further assistance (such as free mail redirection and emergency cash etc.)
Women in Gaming & Hospitality has a zero tolerance stance (policy) to sexual harassment, we recommend organisations adopt a policy in line with this position.
Women in Gaming & Hospitality can provide guidance to organisations to ensure barrier free access to complaints processes and consider more than one method to raise a complaint (such as contact officers, whistle-blower hotline etc.)
Organisations free from sexual harassment and everyday sexism provider allow for greater inclusion in the workplace and promote gender equity.