As the first woman appointed CEO of the Department of Justice, responsible for more than 7,000 dedicated professionals, including those serving in courts, corrective services, guardianship and victim advocacy, I am committed to fostering Justice workplaces where gender equity is not just an aspiration but a tangible reality.

Gender equity in our Department is essential not only for fulfilling our mission to create a fair, safe and just community but also for building a modern, inclusive and high-performing workforce that can adapt and excel in a diverse society.

Gender equity is fundamental to ensuring that all individuals have the same opportunities to succeed and contribute. For our organisation to truly embody justice, fairness and respect, we must look internally to ensure that these principles apply to our own workforce.

The diversity of our Department brings invaluable perspectives that strengthen our policies, improve our services and enhance our decision-making. When we make our workplaces – spread across WA – fair and inclusive, we inspire innovation, boost employee morale, and build a resilient leadership team capable of meeting the needs of all those we serve.

Leadership diversity is critical to creating a balanced approach to policy and practice. Research consistently shows that gender-diverse teams lead to improved outcomes, from increased creativity and problem-solving to higher employee engagement. By embracing gender equity, we not only enhance our capacity to fulfill our mission but also honour our commitment to reflect the diversity of the communities we serve.

One of our primary goals is to ensure that women have equal access to senior executive roles. Women bring a wealth of experience, skills, and insight to leadership positions, and their perspectives are essential in shaping fair and effective policies. We are committed to actively supporting and developing women leaders through targeted mentorship programs, leadership training and succession planning initiatives.

By identifying and addressing barriers to women aspiring to leadership, we can create an environment where women feel empowered to apply for and achieve leadership roles without facing unnecessary hurdles. We will closely monitor gender balance across all levels of management and evaluate our recruitment practices to ensure that they encourage diverse applicants, especially for executive positions.

We also recognise that many of our employees, particularly women, have multiple roles outside of work, including caring for children and other dependents. As a mum to two wonderful boys, I understand how critical flexible work arrangements are in enabling our employees to meet both their professional and personal responsibilities.

I also appreciate the caring responsibilities of women across different age ranges, and see the care they provide to their parents, grandchildren, and other loved ones.
We are committed to policies and practices that support workplace flexibility, including part-time options, remote work, flexible scheduling, and extended leave options for caregiving purposes.

Our commitment to flexibility is grounded in the understanding that when employees have control over their schedules, they are more engaged, productive and satisfied in their work. By prioritising flexibility, we help foster a culture where both men and women feel supported in balancing their work and family commitments, allowing us to attract and retain high-quality talent across all levels.

As we implement these policies, we will also work to ensure that taking advantage of these flexible work options does not limit career progression or lead to unintended biases. Encouraging greater female workforce participation, particularly in areas where women are underrepresented, is another priority. We are working proactively to recruit, develop and retain women across all sectors of the Department. This commitment includes expanding opportunities for women across Justice.

Our objective is to create Justice workplaces where women not only feel welcome but also have the support and opportunities necessary to thrive and, in some instances, to stand as role-models for the women and girls in their care.

Gender equity cannot be achieved through isolated efforts; it requires a unified commitment across all leadership levels. Leaders have an obligation to serve as role models and advocates, creating an environment where diversity and equity are prioritised. It is essential that we hold ourselves accountable and champion initiatives that bring about real change.

As we work toward gender equity within the Department of Justice, we do so with a long-term vision of an agency where everyone can succeed, regardless of gender.

In creating a Department that values and upholds gender equity, we not only strengthen our team but also better fulfill our responsibility to deliver fair and just outcomes for the public we serve. This commitment requires ongoing dedication, reflection, and action. As CEO, I am committed to leading this charge, ensuring that the Department of Justice exemplifies the values of fairness, equality, and respect for all.