Women in Gaming & Hospitality Australasia have adopted the following positions on gender equity. We advocate for these positions and would like all organisations, big or small to adopt the same positions.

WGHA values and celebrates inclusion and acknowledges that our focus does not address all forms of gender inequality, but primarily focuses on the inequalities that exist between men and women. We acknowledge that other inequalities exist in our community that relate to culturally and linguistically diverse (CALD) and LGBTIQ+  individuals. We affirm the right to equality and fairness for all.

WGHA welcomes and respects all genders and identities in our mission to drive systemic change and achieve gender equity and an inclusive industry.


Women in Gaming & Hospitality Australasia supports gender diversity targets. We believe targets should be set for all management levels of 40:40:20 gender representation (40% women, 40% men and 20% discretionary). We believe the board of the organisation should oversee the monitoring and progress of these targets.

WGHA 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% women. This allows longevity within the target and ensures the focus is maintained on the right outcomes.  READ MORE

Family Friendly Work Practices

Women in Gaming & Hospitality Australasia advocate for organisations to commence a pathway for more family friendly practices. Whilst the following options are not an exhaustive list, they provide some good recommendations for adoption:

  • Meet all relevant legislation, the legislative requirements of your location will provide the minimum standard for family friendly work practices.
  • Removal of primary and secondary carer definitions. Parenting is a shared responsibility.
  • Paid parental leave, minimum 4 weeks, best practice 26 weeks.
  • Flexibility in approach to taking paid parental leave (eg part-time for part of the paid duration)
  • Zero waiting periods of continuous service eligibility for all permanent staff for paid parental leave
  • Paid leave can be taken up 2 years after the birth or adoption of a child
  • Superannuation to be paid for duration of paid and unpaid parental leave.
  • Parental leave provisions are in place for pregnancy loss, perinatal and post-natal anxiety and depression
  • Breastfeeding support is in place and broadly communicated
  • Provide training and ensure Leaders are enabled to support employees with caring responsibilities
  • Access to flexible working arrangements for example: flexible hours of work, compressed working weeks, time-in-lieu, remote work, job sharing, purchasing leave, unpaid leave, self-rostering.
  • Training for managers how to support parents and carers
  • Provide other support mechanisms like financial assistance, subsidised childcare, aged care, emergency services or carer assessments.
  • Access to leave and other flexible work arrangements to assist with caring responsibilities for elders and people with disability.


We believe organisations should have diverse representation of genders on recruitment shortlists.

Women in Gaming & Hospitality Australasia 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 Australia believes organisations should adopt procurement principles that actively support gender equity.

We believe our partners can utilise their purchasing power to advocate for change.

WGHA 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 Australasia, 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 Australasia 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 a 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.wgha.org.au

Domestic Abuse

Women in Gaming & Hospitality Australasia is opposed to domestic abuse, in all forms. We advocate coercive control laws and regulations that hold perpetrators to account and criminalise the conduct. We believe raising community standards and awareness of domestic abuse is the responsibility of everyone in society.

The term ‘coercive control’ describes harm to victims that is often non-violent yet psychological in nature and encapsulates a pattern of conduct ranging from acts of assault, threats, intimidation, and humiliation.

Women in Gaming & Hospitality Australasia believe organisations should exceed current legislative requirements and provide support for employees that experience family and domestic abuse.

Suggested support can include paid special leave per year, flexible working arrangements, access to counselling and other referral services, including a dedicated domestic abuse support line through EAP/ Wellness provider and an assurance of confidentiality. We believe the best place for this information is in plain sight in Employee Code of Conduct manuals.

We suggest organisations to partner with protective services and dedicated organisations (for example www.matebystander.edu.au) for ongoing assistance, support and guidance.

Organisations can provide employees with access to information from utility providers and banks that provide further assistance such as free mail redirection and emergency cash.

Sexual Harassment

Women in Gaming & Hospitality Australasia has zero tolerance for sexual harassment in all workplaces. We recognise that sexual harassment is driven by gender inequality and is a form of gender based violence. We support all 55 recommendations in the Respect@Work Report 2020 published by the Australian Human Rights Commission. We support the work of the New Zealand Human Rights Commission on this topic.

The Respect@Work reported that hospitality has higher incidence of sexual harassment than other industries. We believe that primary prevention of violence against women in society more broadly will assist to address workplace sexual harassment. We believe our inudstry must stand up and demand change in society to the way our employees are beting treated by customers or other employees.