The September Financy Women’s Index has been released showing progress on women's economic equality in Australia. The Financy Women’s Index powered by Data Digger is the country’s first and only Index which tracks and benchmarks the economic progress of Australian women on a quarterly basis.
Being an intern at The Agenda Agency is a privileged position which offers a unique insight and experience into the development of a one’s first steps into their career path. The Agenda Agency is a boutique consulting firm specialising in corporate strategy, SME growth and diversity strategy, heavily emphasising on collaboration with leaders and organisations to drive growth, innovation and gender diversity. When I first joined The Agenda Agency, I had an extremely limited understanding of what diversity was and how it affected the workplace. I believed that the concept was only limited to gender inequality amongst the workplace. However, my time as a Marketing Intern has deepened my understanding of diversity and given me a unique opportunity to work towards achieving a more diverse working environment for the Australian workplace.
Dr Heidi Sundin conducted a lecture and tutorial at the University of Technology, Sydney to students studying Ethics in Advertising from the Faculty of Arts and Social Sciences.
When students were asked “who thinks there is an equal representation of gender in the workplace” a total of 0 students raised their hands. It was an insightful event into how young adults perceived gender inequality and stereotypes, with ideas such as “staggering disparity” and “unequal representation” being thrown out in the discussion.
Understanding your organisation’s current state in relation to diversity and inclusion is foundational to any efforts to improve diversity and inclusion. Most organisations undertake a comprehensive consultation programme to determine where they could best direct efforts to improve diversity and inclusion. Conducting a diversity survey is often a part of that consultation programme.
International Women’s Day is a time to reflect on how far we have come as a society and economy on the road to gender equality, and to further reflect on the road ahead. In light of this year’s campaign theme, ‘Press for Progress’, facilitated by Karen Illes, panellists Kristin Lopes, Paul O’Halloran, Nareen Young and Dr Heidi Sundin joined together in a collaborative discussion to answer the question of how we can continue to press for progress towards gender equality.
One of the things we notice with many organisations starting out on the gender equality journey is the tendency to jump straight into implementing a series of gender equality related activities. These can often include women’s networks, informal mentoring, unconscious bias training, and a range of other initiatives.
While these may actually be great programs in their own rights, what we observe is that they are often disconnected from the business and HR strategy, they may not have the support from management, and they are not part of an overarching strategy aligned towards a more deliberate goal.
‘Culture’ is, in simple terms, ‘the way we do things around here’. In workplaces, it means the ways that people develop and maintain relationships with their colleagues, how work is organised, who makes things happen, and how things happen. Workplace culture includes the way that colleagues socialise, how and when meetings happen, and the rituals that go with being a part of a culture. Rituals can include after work drinks, weekend outings, end of year functions and the ways that people are welcomed and farewelled.
With the 2018 WGEA reporting requirements coming up - it is time to start thinking about getting ready for reporting. The Agenda Agency has experience in applying the WGEA framework to large and complex organisations and assisting those organisations with the completion of their reporting requirements.
Domestic and family violence is a violation of human rights, characterised by the intentional and systematic use of violent, abusive or intimidating behaviours to threaten, manipulate and control family members, intimate partners or former partners. There is clear evidence that gender inequality is the primary underlying cause of domestic and family violence, via a male sense of entitlement to women.
Universities are uniquely placed to embed gender equality in our social and employment systems, and yet this influence is poorly understood and used only in a scattershot fashion. We explore how universities can better use their place in the world to help ensure that gender equality becomes a norm in both our social and employment landscapes.
A key enabler of any activities that address diversity and inclusion is the explicit support of senior leaders, and none is more important than that of the CEO. When your organisation first starts to address barriers to diversity and inclusion, there is likely to be some resistance from people who are either comfortable with the way things are or don’t see any problem. Sometimes a CEO can fall into one of these camps.
Every year the WGEA also produces Competitor Analysis Benchmark Reports which are individual and customised benchmark reports for each reporting organisation. The reports draw from data from around 5,000 non-public organisations who employ 100 or more people in Australia. The benchmark reports allow individual organisations to see how they are performing on the WGEAs Gender Equality Indicators (GEIs) in relation to all organisations in their industry or sector or across all reporting organisations.