Gender Equality starts with the CEO!

The CEO is the most important person in an organisation when building gender equality. It is near impossible to move the organisation to gender equality and an inclusive culture if the CEO does not passionately want their organisation to change.

Download the CEW kit

http://www.cew.org.au/resources/toolkits/gender-diversity-kit

Here are some articles to support the case for gender equality

http://weprinciples.org/Site/CeosSpeak/

http://www.lehman.edu/deanhum/womenstudies-to-be-removed/pdf/Section10.pdf

http://www.bain.com/Images/BAIN_BRIEF_Gender_equality_in_the_UK.pdf

http://www.economist.com/blogs/democracyinamerica/2015/01/women-and-work

Be aware of why gender equality benefits men as well

http://www.fastcompany.com/3043290/strong-female-lead/4-important-ways-men-benefit-from-the-gender-conversation-too

So what should a CEO do to show they support gender equality?

  1. Develop a clear, succinct and personal statement about why gender equality is important to them personally
  2. Use that statement on the website, in the annual report and on all forms of communication so that it sticks
  3. Measure and review the metrics of your organisation including hiring, promoting and remuneration of women
  4. Build gender equality goals into the REM of the senior leaders team to ensure they know you are serious.
  5. Review your WGEA and annual reports to ensure you know the situation in your organisation
  6. Understand “unconscious bias” and how this plays into assumptions made about women (and men) in the work place.
  7. Understand how our community has changed with more pressure on families to have two salaries and more involvement by men with their families.
  8. Build sponsoring and mentoring programs to facilitate talented men and women into leadership roles.
  9. Build realistic and achievable gender equality targets for your organisation and ensure they are communicated and metrics reviewed regularly.
  10. Understand this is a challenging cultural issue that will require ongoing and long-term focus.

Show that you are serious about gender equality outside your organisation

  1. Become a “Champion of Change” in your state or industry sector so that you have the opportunity to meet with other CEO’s supporting Gender Equality
  2. Become an Equal Pay Ambassador with WGEA.org.au and commit to ensuring gender pay equality in your organisation
  3. Sign up to HEforSHE (http://fortune.com/2015/06/18/male-ceos-heforshe-gender-equity/)
  4. Offer your time to share what is working for you to achieve gender equality in your organisation.

Remember gender equality is not women’s business it is everyone’s business and research shows it makes good business!

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. (http://edition.cnn.com/2012/11/29/living/war-on-men/)

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! (https://www.wgea.gov.au/sites/default/files/Pay_Equity_Toolkit_Main.pdf)

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? https://www.wgea.gov.au/sites/default/files/Gender_Pay_Gap_Factsheet.pdf

Want to see Australia compared to other OECD countries?

http://www.oecd.org/gender/data/genderwagegap.htm

Want help in your organisation? Diana.ryall@xplore.net.au