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Course Outline

  Understanding workplace gender 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?
  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?
  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
  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.
  How to promote gender equity
  • 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
  How to accelerate female talent in your workplace
  • Structure position descriptions that are based on criteria that predicts
  • performance and not on out-dated-ideas on what the applicant looks like
  • Encourage women in the workplace to promote their capabilities and not undersell themselves
  • Appoint senior sponsors to promote or speak up on a woman's behalf
  • Invite women to informal networks – normally the closed 'men's club'
  • Promote networking for strategic advantage with company 'champions'
  • Establish mentored networking across the organisation
  • Assist women to build their sphere of influence
  Why gender equality matters – are you fishing in half the pool?
  • Don't fish in half the pool – know that women in Australia make up 45% of the paid workforce and over 60% of graduates in bachelor degrees (EOWA, 2009)
  • Know that women are over-represented in tertiary education but under-represented in senior roles in nearly every profession – a brain drain in organisations
  • Support family friendly policies because 63% of mothers are in paid work (Baird, 2010)
  • Women want to work for an organisation that supports them
  • Research indicates that companies with gender-balanced leadership have improved corporate performance and better insights into their consumer market
  • Statistics show that profits are higher when women are in senior leadership roles
  • Have structures in place to retain talent and support 'real life' in the 21st century for both men and women
  • Attract the talented women because your corporate values are aligned with gender equityn
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