Personal tools

Course Outline

  Module 1: Understanding Workplace Diversity Issues Download Course Brochure
  • Understanding the gender equality attitudes in your workplace
  • What is the motivation to change gender equality attitudes in your workplace?
  • What are the targets and quotas for women?
  • Does your company have an active diversity management policy?
  • How do women in your company seek promotion and receive feedback from colleagues on their organisational fit and career options?
  • Is your workplace an environment the enables women to perform well, stay well and progress through the company?
  • Are your managers' ethical leaders that promote Equal Employment Opportunities?
  • Action Learning assignment for the workplace
  Module 2: Gender: How men and women see the world differently
  • Know that gender differences in brain structure and biochemistry affect behaviours, verbal communication and emotional responses
  • Are women in your organisation often 'labelled' as emotional, overly assertive or aggressive?
  • What is the corporate culture belief system around 'heroes'?
  • Are women rewarded for effectively building teams and relationships with colleagues?
  • Are men viewed as more effective because they speak up at meetings and manage their emotions at work?
  • Understand the difference in male and female communication styles and language patterns
  • Women collaborate more and men promote their points of view more effectively. Learn what is viewed as important in your corporate culture
  • Are men seen as being more effective leaders because they use a more characteristic masculine promoting style over a collaborating style?
  • If women approach problem solving through collaboration, does the business recognise their individual contribution?
  • Action Learning assignment for the workplace
  Module 3: Unconscious Bias
  • Understanding 'unconscious bias' or 'invisible barriers' and the effect on female leadership
  • Seeing the world through the 'bias' lens in decision making, reinforcing stereotypes, and misconceptions about women's ability
  • Do male leaders (unconsciously) recruit and promote people like themselves – the 'affinity bias'?
  • Do men in leadership roles prefer working with others whose style is similar to their own and so 'unconsciously' not select women for the job?
  • No-one likes to give up power – it is a human condition to hold onto what is traditionally 'yours'. Is the status quo maintained by appointing male leaders?
  • Women are stronger in EQ skills (consulting, rewarding, supporting, mentoring, and networking). Are these leadership attributes less valued and rewarded in your workplace?
  • Meritocracy – the system for promoting according to talent and ability – is skewed in favour of men with little succession planning for women
  • Unconscious bias has an impact on the gender equity gap that effects a woman's life time salary and her retirement funds
  • Action Learning assignment for the workplace
  Module 4: Gender: Off ramps on ramps – mothers, careers, partners and valued employees
  • Supporting and managing work/life balance with women friendly policies to retain female talent
  • Implementing workplace redesign and flexibility enabled by the digital environment – work from anywhere at anytime
  • Keep diverse workplace capacity by assisting women to work with competing priorities: managing work and family; prioritising family over work; choosing a balanced lifestyle over career progression.
  • How to personally manage on flexible work arrangements and how to manage staff on workplace flexibility
  • Career trajectory – support the women's arc-of-career with flexibility – able to return to work after children without loss of promotional opportunities
  • Know that a lack of meaningful flexible work options and affordable child care excludes women from career choices and companies from retaining high potentials.
  • Action Learning assignment for the workplace
  Module 5: How to promote diversity
  • Explore ways of achieving gender equity by applying the framework of the seven Women's Empowerment Principles (WEPs) developed by UN Global Compact and UN Women
  • Workplace flexibility – measure achievement through outcomes rather than hours spent in the office
  • Measure goals for progressing gender equality in performance reviews
  • Link gender equity to measuring management's performance goals
  • Establish support for managers to meet their gender equity targets
  • Implement unconscious bias self-awareness programs
  • Set up a diversity committee to facilitate change in the organisation
Keep updated with the latest news and happenings  Follow us on Linkedin  Follow us on Twitter  Featured speaker presentations  Watch event highlights and exclusive interviews  Google+  Flickr-Informa Australia