Gender inequity in leadership and management roles within the higher education sector remains a widespread problem. Researchers have suggested that a multi-pronged method is the preferred approach to reach and maintain gender equity over time. A large university faculty undertook an audit to gauge the level of gender equity on the senior decision-making committees. As a result, a gender equity initiative was launched throughout the faculty. Gender equity was then measured a year later. The results showed some improvements in gender equity on committees at the faculty level and within some of the schools of the faculty. In some schools, gender representation became more unequal. The results highlight the importance of specific gender equity policies that can be translated easily into practice and that have leadership support. This case study shows that a modest gain in gender equity is possible if the appropriate institutional and local supports are available.