Updates

Current statistics Women in Management:

Our statistics confirm that women are well represented in operations management. However, women are still underrepresented in senior management due to available positions. HR affirms the ideal that all employees are chosen on skills and qualifications, not gender. However, we need to continue to ensure that managers and leaders consider and interview women for every position. Action response will be to encourage managers to continue to identify ways for women to speak into decision-making in their teams and throughout the wider TSA as people of influence

Respect Policy and the complaint process:

Confirmed that information is on every notice board on THQ and accessible on the intranet. Respect policy champions are still in place. Discussion on how to communicate the information more effectively in corps and centres it was recommended that managers include a question or reminder in staff meetings.

• Personnel and HR to check if a template for teams meetings is in use and that a question is included in reviews.
• Regular communication regarding respect will be more effective and improve our culture.   
• Training and Staff Development: Centre for Learning and Development report that the majority of staff and officers attending courses are female. It is also hoped that Learning and Development plans for staff and officers will assist in identifying future courses.
• MASIC, Personnel and CLD to identify ways to implement  Unconscious Bias training.

Purpose Statement for Gender Equity: 

This has now been finalised following the proposed statement being circulated by members to people in their teams for feedback on the statement. 

'Together we will work towards eliminating any barriers of sexism and gender bias across The Salvation Army so that everyone is included, valued and empowered to reach their full potential - as God intended.'

The responses were positive regarding the statement, however, some commented that teaching and education on gender will be important, the difference between women's rights and gender equity and biculturalism: addressing gender equity will assist with addressing issues experienced by many cultures.

Inclusion and Diversity will also be discussed and considered by the Personnel Section.

Response to the Gender Equity Survey:

Discussion was held and focused around the following topics relating to "attitudes towards women":

• What does "belonging" look like in TSA?
• Unconscious bias and inclusion; relationship issues
• Salary inequality, job sizing, performance appraisals and impact of the role
• Life choices (e.g. maternity leave) and impact on job opportunities

Gender Equity Action Plan:

This is being developed based on the following priorities arising from the survey and The Australia Territory Action Plan.

• Gender equity questions in appraisals, upskilling into leadership, training in unconscious bias awareness, inclusion and diversity and understanding on ways to end harm against women.
• review the appointment system for officers with the view of single women being better supported and provided for, and married women officers being addressed and assessed in their own right as leaders with a development path and plan.
• all women are seen as individuals, respected and protected from harassment and harm, and provided with equitable opportunities for development to fully flourish in and with The Salvation Army.
• many male respondents asked for tools and resources to help support and encourage women, identify leaders fit for the future and have men and women working in unison across our territory.
• the hope that all staff, soldiers, adherents, members and officers’ voices would carry equal weight in The Salvation Army. Our belief that we are all created in the image of God and desire to serve God’s kingdom should mean we all have the opportunity to work, serve and belong without preference or discrimination as part of the Body of Christ.