Appendix 1: Program logic


Strict adherence to gender stereotypes has negatively impacted police culture, amplifying inequality. 


Sustainable gender equality by 2030.


  • Engaging hearts and minds
  • Equitable outcomes
  • Working in partnership
  • Licence to challenge
  • Evidence based.

Key assumptions

  • That gender equality will continue to be a priority for the organisation
  • That gender equality is also a priority for our key partners
  • That the goal of gender equality continues to be adequately resourced
  • That the community continue to value a police force that is progressing gender equality
  • That sustainable gender equality can be achieved in 10 years.


  • Current policies, processes and training perpetuates systemic inequality
  • Resistance and/or disconnection to gender equality messaging
  • Lack of clarity and accountability of managers in response to gendered workplace harm
  • Authorising environment not established with key partners
  • Misconceptions of the attributes required for policing
  • Some key data measures and systems are not fit-for-purpose.

Program logic

  • Activities

    • Engaging leaders and all employees to strengthen safe workplace culture
    • Engaging selected workplaces with a Place-Based Pilot
    • Embedding gender equity in the Program of Work
    • Building gender outcome metrics to identify gaps, track progress and strengthen accountability
    • Establishing and maintaining relationships with key partners.
  • Outputs

    • Communication Strategy developed
    • Gender equality strategy and action plans completed and shared across the organisation
    • Business case for a Place Based Approach completed
    • Policies, processes and training (content and delivery) reviewed and amendments proposed, using gender lens
    • Apply gender analysis in the review of merit, workplace harm, complaint model and flexible rostering systems
    • Insightful and timely monitoring and evaluation reports
    • Establishing an authorising framework in collaboration with key partners.
  • Short-term outcomes

    • Increased understanding of organisational expectations and the detrimental impact of gender equality on all genders
    • Business case approved and learnings implemented across the organisation
    • Recommendations accepted and implemented across polices, processes and training
    • Effective collaboration with key partners
    • Demonstrable attitude and skills shift
    • Leadership capability developed at all levels of the organisation
    • Strengthened accountability processes demonstrate gendered workplace harm will not be tolerated
    • Decisions affecting others include a gendered lens
    • Workplace behaviours reflect a strengthened culture
    • Increased quality of response to gendered violence
    • Increased leadership accountability and ownership to drive gender equality
    • Innovative practices support and promote a gender equal workplace. 
  • Long-term outcomes

    • Our culture recognises and promotes the value of gender equality
    • Leaders take ownership and proactively sustain gender equality outcomes
    • The community has trust in our response to gendered violence
    • Gender does not restrict access to flexible work, recruitment or progression
    • Employees have confidence in our response to gendered workplace harm
    • Gendered workplace harm is minimised. 
  • Sustainable gender equality achieved