Key Learning Objectives
- Comprehend current workplace gender issues
- Appreciate the benefits of gender equality, why it’s not just a ‘fad’, and how it can improve your performance and profitability
- Understand what’s actually behind gender differences in terms of behaviours, verbal communication and emotional responses
- Understand ‘unconscious bias’ or ‘invisible barriers’ and the effect on female leadership
- Explore ways to achieve and promote gender equality within an organisation, down to your individual team dynamic
- Learn how to encourage and implement workplace redesign and work-life balance/women friendly flexibility policies
- Discover methods to accelerate female talent in your workplace
- Explore ways of achieving gender equity by applying the framework of the seven Women’s Empowerment Principles
About the Course
“Today, pink is the new green. Companies want to demonstrate they are credibly modern and gender equal. More than hiring women, they want to show they are retaining them through a modern workplace culture that supports the true work/life balance. Enter gender certification.”
Megan Beyer, Huffpost Business Blog, October 14, 2014
As the quote above suggests, it’s time to get serious about gender balancing. Not only for senior managers, but right down the line – to those of you directly responsible for others, a team, or a P&L.
This course provides a modern analysis of the current issues facing organisations and managers today in terms of diversity, unconscious bias, gender equality, cultural equality, and a stepbystep look at how managers can address these issues and implement proactive diversity management techniques.
You will learn how to motivate, encourage, provide feedback and resolve conflict in situations based on diversity, gender differences, cultural differences and similarities.
The course will illustrate ways to help managers identify Unconscious Bias, identify diverse talent and develop strategies to ensure that the talent is fostered and accelerated.
You will also learn how the best practice organisations are implementing workplace flexibility and assisting women and other culturally diverse individuals to work with competing priorities: managing work and family and career advancement, disabilities and other diverse challenges whilst retaining engagement.
Who Will Benefit
This program will benefit all those who are in a management role, tackling the challenges of ensuring there is an optimal mix of talent within the organisation, and that team members are performing to expectation, along with optimal job satisfaction and engagement. HR professionals will find this useful, however it is specifically designed for managers in organisations.
“I really benefited from interactions with females in similar situations as myself.”
Administration Manager, Downer EDI Mining
Understanding workplace gender issues
- 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?
- 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
On-site & in-house training
Deliver this course how you want, where you want, when you want – and save up to 40%! 8+ employees seeking training on the same topic?
Talk to us about an on-site/in-house & customised solution.