Dr Natasha Campo Consulting
Change the system.Not the people.
Respect, gender equality and inclusion, built into the way your organisation works.
About
she/her
If you’ve found your way here, you probably want this work to actually change something. So do I.
I’ve spent my career leading respect, gender equality and inclusion in large, high-scrutiny organisations, including courts, emergency services, universities and the public sector. At Court Services Victoria, I led the implementation of the Szoke Review across every Victorian court jurisdiction. I established the Country Fire Authority’s first dedicated diversity and inclusion function, reaching more than 35,000 volunteers and employees across 1,200 brigades, and led gender equality work at La Trobe University. I’ve worked on the Gender Equality Act 2020 since it began and have delivered five Gender Equality Action Plans.
I hold a PhD in Feminist Theory and Gender Studies, have published more than 20 works, and won the W.K. Hancock Prize for my book From Superwomen to Domestic Goddesses.
What I’ve learnt is that most organisations aren’t short on goodwill. What they’re missing is a design that lets that goodwill do something. So rather than adding another program, I work on the systems behind the outcomes.
Every organisation is different, and you know yours best, so I always start by listening.
Work that costs less, and changes more.
Service areas
Eight service areas, structured around the problem you are trying to solve, not a consultant’s framework. Every fee shown is a starting point, confirmed in a written proposal once the scope is clear.
Organisations are spending more on this work than ever and struggling to show what it has changed. The same duties can be met inside core people practice, instead of running as a separate program.
| What I do | Fee |
|---|---|
| DEI culture audit. Where the work is duplicated, plateaued or can be consolidated, with current spend set against current outcomes. | From $25,000 |
| DEI strategy. A whole-of-organisation strategy built around structural drivers, integrated with your people and corporate plans. | From $35,000 |
| DEI board report. An independent, evidence-based board paper in the language directors read. | From $4,500 |
Gender inequality at work rarely shows up as one number. It shows up as several gaps: who gets hired and promoted, who ends up in which roles, who leads, who gets flexibility, who experiences harassment, and what all of that does to pay. Several reporting cycles in, most organisations’ published gaps have barely moved. The activity was never the problem. The structural drivers behind the gaps are the work.
Whether you report to the Victorian Commission for Gender Equality in the Public Sector or to the federal Workplace Gender Equality Agency (WGEA), the questions are much the same. I help you answer them properly, and use the same evidence to change what the data shows next time.
For Victorian public sector organisations, under the Gender Equality Act 2020 (Vic)
| What I do | Fee |
|---|---|
| Gender Equality Action Plan. Your workplace gender audit and survey data analysed against the seven workplace gender equality indicators to find the barriers, with a co-designed plan ready for submission to the Commission. | From $35,000 |
| Progress report. Your progress against the indicators and your action plan, analysed and written for submission, with a clear story of what has shifted since the last cycle. | Scoped by proposal |
| Gender impact assessment. A decision-making tool rather than a form, with training for the staff who run it. | From $18,000 |
| Action plan implementation. The plan sequenced across the cycle, with quarterly check-ins and a refreshed board paper before each submission. | From $24,000 per year |
For private and not-for-profit employers with 100 or more staff, reporting to WGEA
| What I do | Fee |
|---|---|
| WGEA annual reporting. Your annual report against WGEA’s six gender equality indicators, ready for sign-off, with payroll analysis and a plan for your gender equality targets if you have 500 or more employees. | From $25,000 |
For any employer
| What I do | Fee |
|---|---|
| Gender pay gap analysis. The structural drivers quantified: occupational segregation, promotion patterns, part-time penalties and starting salaries. | From $22,000 |
| Structural pay analysis. Why the gap holds even when leadership looks balanced, and the small number of decisions that would move it. | From $15,000 |
Report under both? Some organisations, including Victorian universities, report to the Commission and to WGEA. I can align the two so one dataset does double duty.
Sexual harassment, bullying and psychological injury grow in the same conditions and surface late. The real question is whether what you have is preventing harm, or only describing what to do once it has happened.
| What I do | Fee |
|---|---|
| Workplace harm and culture audit. Focus groups and confidential interviews with a review of your data and policies, mapping where the risks and gaps sit. | From $25,000 |
| Early intervention engagement. Targeted work with a team and its leaders before behaviour becomes a complaint, a claim or an exit. | From $18,000 |
| Integrated workplace behaviour framework. One framework covering harassment, bullying, discrimination, psychosocial hazards and family violence, written to the current legislation. | From $25,000 |
| Reporting, disclosure and recording framework. Clear thresholds and pathways, and a register that tracks patterns and meets your duty to monitor. | From $12,000 |
| Policy rework. Your existing policy reworked to fit your operating reality, not a generic template with your logo on it. | From $12,000 |
| Manager disclosure guide. A short, trauma-informed guide a manager can read the moment someone walks into their office. | From $9,000 |
| Respect at work starter kit. Policy template, frequently asked questions, manager script and training slides. | From $7,500 |
Every recruitment system produces exactly the workforce it was built to produce. The useful question is what yours is selecting for, and whether that still matches the job you need done.
| What I do | Fee |
|---|---|
| Recruitment system audit. A review across position description, sourcing, shortlisting, interview and selection. | From $25,000 |
| Role definition redesign. What the job actually involves, what predicts performance, and which requirements are legacy. | From $12,000 |
| Interview redesign. Plain-language questions, structured scoring, and accessibility built in as standard. | From $15,000 |
| Special measures scoping. Options scoped under the Equal Opportunity Act 2010 (Vic), with a paper the board can approve. | From $9,000 |
| Hiring panel workshop. A practical session for panels and people leaders, with tools they use in the next round. | From $7,500 |
Managers are the first person a disclosure lands on. Most were promoted for being good at the job, not for the moment someone discloses, asks for family violence leave, or needs feedback they will not want to hear. Five modules cover the power a manager holds, the conversations they avoid, receiving a disclosure, leave and flexibility requests that need care, and recognising when they have become the problem.
| What I do | Fee |
|---|---|
| Half-day intensive. All five modules condensed, grounded in the situations your managers actually face. | From $7,500 |
| Full-day program. Deeper coverage with case work built from your sector, and time to practise. | From $14,000 |
| Train the trainer. Your facilitators trained and the materials licensed to your organisation. You own the rollout. | From $25,000 |
Training does not change a system on its own, but it changes what people do inside one. Built on real situations rather than generic slides.
| What I do | Fee |
|---|---|
| Single workshop. One session, two to four hours, in person or online, with tools and scripts people use afterwards. | From $4,500 |
| Learning program. Three to six modules sequenced across the year, tailored to your sector and repeatable for new cohorts. | From $25,000 |
Workshop menu
Half-day from $4,500, full-day from $7,500.
Most of the equity work an organisation does is invisible. Good communications make it visible and tie it together. An organisation that picks a few days and means them says more than one that marks every day of significance and lands none.
| What I do | Fee |
|---|---|
| Twelve-month communications and calendar plan. Days of significance chosen deliberately, with an internal rhythm and an external position to match. | From $9,000 |
| Drafting. Internal communications, leadership statements, external positioning and board updates, in your voice. | From $1,800 per piece |
| Co-design and advisory network setup. Real input gathered without making the people you ask responsible for fixing what affects them. | From $12,000 |
Employers with 20 to 200 staff carry the same duties as much larger organisations, and the same regulators are watching. These packages are built to fit, and built to prevent harm early.
| What I do | Fee |
|---|---|
| Respect at work foundation. Small business. A starting position that meets the standard: policy, staff briefing, manager guide and a record. | From $3,500 |
| Respect at work starter kit, smaller employer scale. The full kit sized for your workforce and sector risk. | From $6,500 |
| Family violence at work. Built so a manager knows what to do the first time it comes up, not the third. | From $4,500 |
| Workforce wellbeing and respect at work package. Community sector. Built for workforces who carry the work home, with trauma-informed policy, a manager guide and staff sessions. | From $5,500 |
| Co-design and advisory setup. An approach that honours lived experience without overloading the people carrying it. | From $9,000 |
| Internal practice alignment. A review of policy, reporting and culture against the standard your sector holds others to. | From $12,000 |
Reduced-fee and pro bono partnerships. I commit a defined portion of my annual capacity to the not-for-profit and community sector at reduced or zero fee. If your organisation might be a partner, please get in touch.
Where to start
Not sure which service fits? This is the shortest route in.
- “A compliance deadline is coming up.” Gender equality at work
- “There has been a complaint, an investigation or an external review.” Respect at work
- “Our policies are outdated, fragmented, or nobody uses them.” Respect at work
- “Our hiring is not delivering a more diverse workforce.” Inclusive recruitment
- “Our managers need practical skills.” Power and Practice
- “We have separate initiatives and no coherent strategy.” Inclusion by design
- “We do not really know what is happening in our organisation.” A culture audit
- “We are small and unsure what we are required to do.” Smaller employers and the community sector
Let’s talk
Still unsure, or want to talk it through before committing to anything? A complimentary 30-minute conversation is always available. No obligation and no sales pressure, just an honest read on whether I am the right fit.
Dr Natasha Campo | tasharosecampo@gmail.com