Innovative Models for WorkplaceDiversity: Gaining GenderEquality in the OrganisationLiz Ryan | Director, People & CultureMaddocks24 May 2011
Who are we? Law firm 420 people across Sydney and Melbourne 55 Partners EOWA – Employer of Choice for Women for past 7 years Won Fair & Flexible Award from Victorian Government for 2 years
Our Strategy To be the best law firm to work To be the law firm of choice for clients in our chosen sectors
Challenges for us Experience significant change and growth Increase in the complexity of issues due to changing demographics of the workforce and the demands of clients Managing flexibility
Challenges for us Contd. Responding to client requirements Living our values – Integrity – Stewardship – Collaboration – Innovation – Diversity
Our approach to achieving genderequality at Maddocks New CEO forms an Equal Opportunity and Diversity Committee as a Sub Committee of the Board Our workforce data is analysed A paper prepared by EEO & Diversity Committee for the Board Female Partners are invited to address the Board
Issues addressed in paper to theBoard Why an increased gender balance at Partnership level is important What government and private corporations are doing An overview and analysis of our Policies An overview of Learning and Development framework An overview of our Performance Management system An analysis of work allocation
Paper to the Board addressed Contd. Career progression Issues specific to Women Barriers to progression – systems, structures and the billable hour – how partner contribution is valued – the biological clock – Issues around practice building Summary
The most significant action toachieve gender equality Lead from the top Outstanding leadership from our Chairman and CEO
Commenced with a pilot group The engagement of a Diversity Consultant Interviews conducted with the senior team and senior females Report prepared and communicated Focus group and one on one coaching
Unconscious Bias What assumptions do we make about others? What we found? What can we do to avoid it?
Flexibility Who wants it? What prevents it being successful? How to manage it?
Retaining Talented Women in theWorkplace Remove systemic obstacles Barriers will be different for each organisation Encourage a culture of inclusiveness – Important for women, the firm and generational diversity
Retaining Talented Women in theWorkforce Have gender neutral policies in place to support the workforce Understand and promote the value that a diverse workforce adds to the business and the bottom line
Strategically supporting a Work /Life balance for successful careers Understand the individual and what they need Have transparency around careers and what needs to be achieved Educate managers and staff Promote the value of Team Have meaningful conversations
Innovative Models forWorkplace Diversity: GainingGender Equality in theOrganisationLiz Ryan | Director, People & cultureDirect 61 3 9288 email@example.com