Men at Work…

What a man should do to support gender equality:

Dr Michael Kimmel commented; “white men have been the beneficiaries of the greatest affirmative action program ever known in the history of the world—it’s called the history of the world!”  I am a strong supporter affirmative action for women through the use of targets for women especially into senior line positions. Men often complain behind the scenes that their opportunities will be curtailed. For the last 200 years they have been advantaged in almost every conceivable way in the business environment. Merit selection has been given as a “trite” excuse.  It is now time that real merit is seen beyond the male persona.

Here are some things that any man can do to support women at work:

– Understand that gender equality is important (

– Challenge your organisation’s thinking about women at work (

– Reflect on your view of merit – is it biased (

– Reflect on what leadership means today – “command and control” needs to move to “Collaboroation and Motivation”  (

– Make gender equality personal to you and others (

– Ensure women are paid equally at least in your in your area and ensure your organisation is recognised as a pay equity ambassador (

– Encourage others to “call out” inappropriate behaviour – as General David Morrison said “The behaviour you walk past is the bahaviour you accept” (

Need help contact me at

A father’s responsibility

Yesterday was father’s day…

Many of you will be father’s of girls, young women or women in the workplace. You are likely proud of your family and have ensured that your daughters received the same education as your sons.

I would like you to think for a minute about Australian women in the workplace and the additional challenges they face in maximising their potential. Or you can reflect on the talent that is lost to Australia.

A more senior manager or leader in their organisation will sexually harass about half of these women. They will start and continue on a lower salary, be promoted more slowly and often miss the sponsorship of senior men that is offered to junior men in the workplace. They will feel poorly treated and may well drop out of their chosen career.

Over their working lifetime they will likely be underpaid by nearly $1,000,000 or get paid about 80% of the men doing the same job. You could perhaps think of it as working 5 days and get paid for only 4.

Xplore for Success has touched the lives of over 11,000 of these women and we have heard the stories first hand. It is just harder! I personally feel appalled that this is the norm for 2015 and I am sure you do too!

As Dr Michael Kimmel states “men have had the advantage of affirmative action for 200 years in the workplace”. He speaks passionately about the need for affirmative action to balance the past. (

So how can you speak up in your organisation to ensure that there is no gender pay gap – and you can’t be sure unless it is measured! (

Are you prepared to call bad behaviour of men in your organisation?

Are you prepared to sponsor both women and men in your workplace?

What can you do to make the workplace safe and rewarding for your daughters? Please think “If it is to be, it is up to me” and make a difference.

Want the facts in Australia?

Want to see Australia compared to other OECD countries?

Want help in your organisation?

WOMEN – Work free one day a week!

Doesn’t seem fair does it but that is what happens to businesswomen in Australia.  Be ready to have a pay discussion and be clear about your goals.


  1. The pay gap in Australia is 18.8% on average
  2. There is a pay gap between men and women of over 1% the first year in the workplace
  3. Check out the list of biggest gaps at
  4. The gap is widening or
  5. The gap fuels further inequality

What it means for you if you are underpaid:

  1.  You will be assumed to have fewer skills than the man being paid more
  2. Therefore you will be less likely to be promoted
  3. Your team will be limited by your salary
  4. Your lack of pay equality may be worth over $1,000,000 over a life time

How to change it

  1. Know what you are worth in the market
  2. Keep up with search consultants who can keep you in the know
  3. Don’t accept the first pay offer – seek more because men normally do
  4. If you take on extra responsibilities seek more remuneration
  5. Ask your manager are you paid equally with your peers
  6. Ask your organisation their position on pay equality
  7. Seek to be low on a higher pay band – easier to get increases from low down
  8. Keep other abreast on your “fabulous” outcomes
  9. Be prepared to talk remuneration several times a year – because men do!
  10. Ensure your manager knows that your remuneration is important to you!

Check out this HBR article

Don’t work one day a week free for the rest of your life – it is way too costly!

Pay equity

In Australia women are paid for only 4 days per week, even though they work full time.

This is what Australian data shows….women are paid on average 18.8% less than men doing EQUIVALENT full time work.  This is just one important component of gender equality and it is a component managed by our countries leaders.

WGEA (@WGEA) is challenging CEO’s to step up and be counted and so far 61 have.  They are targeting 100 by the end of 2015.

See here:

However many of our ASX200 are not on this list as well as many subsiduaries of large global companies.

One of the big four banks is missing, one of the four professional services is missing.  Check if your company is on the list and if not ask if this is being discussed.

Here is their pledge

“We recognise gender bias can creep into performance, talent development and pay decisions to create like for like gender pay gaps.  That’s why we analyse and monitor our talent management data, including pay, by gender and take action.  We also set the expectation among people managers that they address gender bias in their decision making.  We do this because we know we can’t attract and retain the best people and improve workplace productivity if there’s any unfairness or perception of unfairness in our workplaces.  We encourage all business leaders to take the first step. “

Some of the companies signed up historically have had the largest pay gaps …let’s hope they truly take ACTION

Research findings show us that women who press for equal pay are seen as pushy, it doesn’t fit the lady image, so it is senior leaders and their teams that have to bring pay equity into action.