• Management commitment is necessary, but not sufficient to ensure an organisation stays focused and makes a difference to employment outcomes for women.
• Commitment to employment issues for women is especially necessary as a catalyst to change the day-to-day behaviour of individual managers and management teams.
• Having managers who are committed and consistent in their behaviour results in organisational change that is quicker, deeper and more sustainable. This occurs particularly because management commitment is more likely to lead to:
  • greater loyalty and commitment being demonstrated by managers;
  • employment issues for women being integrated into core business activities;
  • changes in systems, for example, pay equity, training opportunities etc;
  • changes in work practices and expectations, for example, flexibility.
• It matters to both women and men in the organisation. Management commitment to gender equity outcomes is an enabler to ensure that the best people are employed and receive opportunities for advancement.
• Have strategic plans and policies aimed at improving employment outcomes for women without management commitment represents a serious risk to the credibility to managers and to the leadership role in an organisation.
• Employees pay particular attention to management behaviours linked to respect, fairness, support etc. These are key drivers of their own commitment and loyalty to the organisation. It is often said that an employee leaves a (bad) boss. not an organisation. Research shows that when managers demonstrate commitment to gender equity issues all employees view them in a more positive way.

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