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leadership solutions

Programs to support leaders

in the decisions they make

Flexible work requests, transitions, work allocation, pay and promotion conversations, responses to disrespect. Each program builds capability in one of those moments, and reports back against your goals and your WGEA targets. 

EXECUTIVE ALIGNMENT

Gender Deep Dive

A data-informed workshop that puts your own workforce data in front of the executive, builds agreement on what it is showing, and sets the priorities the leadership programs then deliver against.

 

 

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FLEXIBILITY

Empowered Flexibility

Flexibility is decided by leaders, one request at a time. This program equips leaders and People & Culture teams to handle visibility, fairness and team design with consistency.

 

 

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CULTURE & SAFETY

Respect at Work

A tailored Respect@Work strategy and roadmap, with leadership capability mapped to the standards, your positive duty and your psychosocial hazard obligations. Built to prevent, not only respond.

 

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TRANSITIONS

Leading through transitions

Parental leave, caring responsibilities, midlife and menopause, retirement and succession. Each one is held or lost in a manager conversation. We coach the manager alongside the employee, so capability transfers and the handover is planned rather than reactive.

 

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PROGRESSION

Women in Leadership

Group and individual coaching aimed where the pipeline leaks. We build confidence and capability while addressing the systemic barriers around it, so the work does not rest on the individual alone.

 

 

 

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NOT SURE WHERE TO START

Talk it through

Bring us your workforce data, your selected targets and your questions. We will tell you what actions will move your numbers first, and which can wait.

 

 

 

 

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Our approach

The Grace Papers difference

Our empowerment model does not hand leaders a script. It builds the clarity and confidence to make a defensible call and hold it.

Anchoring clarity
Leaders get clear on the standard they are actually setting, and where their own decisions have drifted from it.

Finding direction
The posture shifts from what is possible given the constraints, to what can I influence and how. Leaders leave with a position they can hold in a real conversation.

Enabling agency
Our coaches are independent of your organisation. That independence is structural, and it is what makes honest reflection and systemic navigation possible.

What set the programs apart

  • Expert, diverse coaches, independent of your organisation
  • Evidence-based, drawn from our own research and coaching data
  • Targeted to where your data says the challenge sits
  • Policy design and review alongside the coaching, so the standard is workable
  • Reported through GEN, our Gender Equality Navigator, against your goals and your WGEA targets
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Impact you can measure

10x
Return on Investment

10x

 

Our empowerment model is proven to reduce discrimination and increase promotions, delivering an average 10X ROI.

 

96%
Participant Recommendation

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Tailored to each employee’s unique journey—whether in parenting, caregiving, or leadership—our coaching ensures impactful and relevant guidance.

 

Empowered flexibility, beyond compliance

The return-to-office era demands more than policy—it calls for cultural leadership.

Our Empowered Flexibility: From Policy to Vision Workshop equips People & Culture teams with the mindset, tools and confidence to lead through the tensions of hybrid work. From visibility and fairness to team rhythm and role design, we’ll help your leaders turn flex from a point of friction into a source of empowerment.

See how Grace Papers can support your team to lead with clarity and confidence.



Download Program Details
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Grace Papers provided the insight for DPC to broaden flexibility

“Our partnership with Grace Papers has been key to our All Roles Flex strategy and to DPC NSW having one of the highest employee satisfaction scores in the public sector. The critical insight from Grace Papers was the need for DPC to expand the notion of flexibility from being about individual flexibility to one that presumed all people needed flexibility to care for themselves, families and others.”

Brooke Black, Executive Director DPC NSW

Awards and Partners

Prepare your workplace for the future by equipping leaders today.

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