The following is a suggested set of behaviours that senior managers could live by in order to demonstrate their commitment to gender equity issues. These have been adapted from Catalyst's (Making Change: Become a Diversity Champion).

• Send clear and frequent messages that you are personally committed to your organisation's gender equity strategy.
• Ensure that projects/task forces are diverse in their representation (gender x age).
• Include gender diversity in selection and promotion interviews.
• Have a separate gender-issues meeting with women direct reports at least annually.
• Ask for regular pay equity reviews in your work area.
• Cover a gender diversity subject at every major employee meeting (use case studies).
• Seek information on the level of sex-based discrimination and harassment in his workplace.
• Create two social events per year in which all employees can participate comfortably.
• Consult those who report to you about gender issues.
• Actively intervene, for example, actions in meetings that interrupt or stifle someone's contributions.
• Have "zero tolerance" for overt discrimination, inappropriate behaviour, or inappropriate entertainment venues.
• Challenge the workplace culture by regularly working differently, for example, leaving work early.
• Initiate a work redesign project focusing on gender equity outcomes, including the redesign of career paths for women and men.
• Challenge traditional models of success.
• Participate in one or more gender or diversity workshop annually for three years.
• Have an in-depth discussion of gender diversity issues with at least one woman from another organisation every three months.
• Join one committee or professional organisation where you are a minority.
• Establish a partnership with a community group focusing on gender issues.
• Convene and participate in a brainstorming session with your team or peers to identify more concrete things that "just one person can do" to enable gender equity.

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