1. Levelling the playing field
Our Leadership inheritance on equal
participation and pay: pays to be bold!
1
Presentation to Women in
Sales, Marketing and Account
Management Leadership
Summit
March 2015
3. 3
Because we were born female,
and because we live in Australia
We will be
AUD$1 million poorer
at retirement than our brothers, partners and
male colleagues
we will get 18.2% less for
doing the same job as our colleagues,
we will have a 9% chance of getting a Board,
CEO or Exec job in corporate Australia
we will likely take 50% longer than our male
colleagues to become a CEO.
Matilda & Phoebe,
Josh’s daughters
Maddie,
Rob’s daughter
Ruby & Bella, Darren’s
daughters
Emily & Georgia,
Mike’s daughters
Lauren,
Chris’
daughter
Caitlin,
Temogen’s daughter
Milla & Lilly,
Anthony’s daughters
Source: Untapped opportunity: the role of women in unlocking
Australia’s productivity potential July 2014 EY and HBR, 7 Nov 2014.
All photographs shown with the consent of the girl and their parent.
4. 4
The disconnects for
women
Australia:
#1 world ranking for educational attainment,
# 13 world ranking for economic participation and
opportunity
Source: World Economic Forum, Global Gender Gap Report, 2013
Company performance
with diversity on boards:
42% - higher return on sales
66% - higher return on invested
capital
53% higher return on equity
Source: Why Diversity Matters
Links between productivity and flexibility:
3.4% less time wasted by women in flexible roles
1 extra FTE gained for every 71 women
in flexible roles
Source: Untapped opportunity: the role of women in
unlocking Australia’s productivity potential July 2014 EY
5. The pay issue • 18.2%: Pay equity gap
A 30 year high
Source: Untapped opportunity: the role of women in unlocking Australia’s productivity potential July 2014 EY
• 40% of Australian households
have women breadwinners
Source: Roy Morgan and NAB
• 1975: first equal pay case.
2014: women earn 0.82c
Source: Lisa Annese, Diversity council, ABS Statistics
5
6. • 3 more years accrues $237k of additional
income
• Penalty for interrupted work patterns
32 year-old, out for 2 yrs, retiring at 65yrs:
– $65k salary = $28k super reduction
– $115k salary = $50k super debt
• Reducing reliance on the age pension by 10%
saves $2b p.a. today and $8b p.a. in 2050
• $8b wasted of Australian investment in
female workers
Source: Untapped opportunity: the role of women in unlocking Australia’s productivity potential July 2014 EY
6
Legacy at
retirement and the
drain due to lack
of affordable,
quality child care
7. 7
Why having
babies is a good
career move for
men
– and a bad
career move
for women
• Men earn $2000-$5000 each year for
each child; women lose $2000-$7000
each year for each child
Source: Macquarie University study
• ‘Mother bias’
– 79% less likely to be hired,
– 50% less likely to be promoted,
– US$11,000 less in salary
– held to higher standards of
performance & accountability
– If ‘competent and committed’, they
were seen as bad people and bad
mothers
Source: HBR, Oct 2014
8. 8
Emma Watson at UN
launch of ‘He for She’
gender equality campaign,
2014
“If not me, who?
If not now, when?”
9. “A modern
Goddess is a
woman whole in
all her female
power,
comfortable and
unafraid of who
she is on any
level.”
9
10. "This is not going
away. They need to
face the music. I'm
sure that's going to
be uncomfortable for
them, but it's going to
be for the better …”
Dr Caroline Tan, surgeon
10
Speaking Out
14. Five Pillars for
Female
Leadership
• Meaning
• Managing energy
• Positive framing
• Connecting
• Engaging
Head and Heart come together
to be authentic and bold
14
16. Bias Interrupters
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Intentional interrupters.
For example, an organization’s
belief that it’s a meritocracy works
against root cause change.
What will change that belief?
Source: Castilla and Benard. HBR Oct 2014
19. 19
What the men say
“Yes, without it,
white men will keep
hiring white men and
the cycle continues”
– male respondent
20. 20
Yet more … • “Companies should not baulk at setting the trend –
in fact, they should be proud of it” – female
respondent
• “The thought of mandates scares me but I’m unsure
how else we can achieve gender balance in
leadership positions” – female respondent
• “Unequivocally yes. To not do so leaves the result
exposed to forces of bias (unconscious or not)”
– male respondent
• “When men have the flexibility to care for kids, then
we have succeeded” – male respondent
“When we have
mediocre women
CEO’s then we know
full gender equality
has been achieved”
– male respondent
21. 21
More thoughts … • right person needs to be in the right job –
regardless of gender
• quotas need to be strategically linked to root
causes and the whole system of issues in order
to be effective
• Those against quotas preferred KPI’s with public
accountabilities or targets with transparency
• Diversity of thinking as crucial to innovation
No one said that this is a non-issue and nothing
needs to be done
23. 23
Systemic,
cultural
measures will
embed
changes:
place, pay
and position
women for
success.
Leader mandate
On placing, paying &
positioning women
Diagnostic:
Audit current
organisational
practices and climate
and rem pay grades
Use communication
channels to set and
celebrate
Identify key points
in employee life cycle
for targeted change
Eg recruitment and
talent management
Mandate flexibility
for all roles as
default position
Set policy of core
meeting hours
Create symbols and
artefacts to
demonstrate change
& make bold moves
Set expectations of
leaders, suppliers and
vendors
Key Principle: Leaders create culture (E Schien)
24. 24
Leader mandates on placing, paying and
positioning women into sales leadership
roles
Demand succession, pipelines and presence of women in sales and marketing roles
Audit current organisational practices and
climate
Ask to see what your organizations data is today
Use Communication channels to set and
celebrate
Profile success and chase down stories where women demonstrate effective leadership
Identify points in employee life cycle for
targetted change
Ask HR to ensure all leadership roles have women in shortlist
Ask HR to conduct a pay equity analysis of all comparable sales and marketing roles
Mandate flexibility for all roles as default
position eg Telstra
Work with HR to role model flexible working hours
Set Policy of core meeting hours
Challenge boys club behaviour where business decisions are made outside the room, at drinks, in men only
places and ensure business decisions are made in the room when women leaders are present
Create Symbols & artefacts to demonstrate
change
Challenge ‘lookism’ and disrespectful comments;
Celebrate case studies where innovation and increased idea generation and performance occurred due to
diverse thinking and perspectives
Set expectations of leaders, suppliers and
vendors
Ask that all parts of the organization be accountable to high standards of gender equity in sales and marketing
functions eg agency, distributors, vendors
25. …being labeled
as “bitchy” or
“bossy” is still
better than being
“fake.
”
Kelly Azevedo, founder She’s Got
Systems
25
28. • Serve as a platform for candid conversations about
collaboration between women and men in all spheres
of leadership
• Engage men as crucial and equal partners in
advancing women’s leadership at the highest level of
influence
• Emphasize the importance of a women's network that
is inclusive of men in leadership roles
• Create opportunities with men in leadership roles
for an accelerated place of equal representation of
women in our society
28
29. What you can do
• Be bold and join us for the conversation
• Ask “your” men to join in
• Pledge your support & sponsor us!
- Exclusive rights available!
29
31. • LIA – PLEASE ADD MY DETAILS – LIKE WE
DID FOR GE
• THANKS
31
Editor's Notes
We have had many conversations recently: with Temogen about how to build innovation and creativity into the DNA of a company, with Louise about how to radically break the lack of child care conundrum facing women, with Jacqui and Fiona on quotas as a smash through option, with others about diversity of thinking and business performance. With all of you.
The purpose for the next 10 minutes or so is to 1) to reflect the conversation through snapshots of research and 3) give us a jumping off point on what circuit breakers or blunt instruments we can put into action from 5pm today to solve issues we see –please be thinking what you’d like to action out of this. I have been given a mountain of research. My thanks to everyone and apologies I could present a few soundbites on the basis that the evidence speaks for itself. Yes?
This is the issue
Organizations with gender diversity on boards report these stats
Too much diversity in countries eg congo wealth is dispersed. Too much coherence eg Poland and wealth isnt built. Sweet spot over 80-40,000 years Rome, US, Israel, China
Equal pay case from an Australian tribunal
If a woman works another 3 years instead of being interrupted for mat leave, she accrues $237 at today’s average wages in australia
Poverty of women over 65 yrs is the hidden epidemic in Australia
Even though we know more women than men graduate from Universities in Australia
Assumption. Men support families – the load they carry is to show leadership, drive and ambition. The price they pay is not being able to show vulnerability, nurturing, emotion
Assumption: Mothers don’t want stretch assignments – the load we carry is housework, childcare and emotional and sexual labour. ‘wifework’ – Syfers in 1971 and Crabb in the Wife drought.
Yet there is further research that Women’s brain functioning (eg memory retention) improves on becoming a mother and organisational skills significantly improve
Now we start to look at what actions – the first being ME saying IT STOPS WITH ME
– I will not allow our sons will perpetuate gender inequities against our daughters.
So but what will I DO NEXT?
Quotas being the biggest and most blunt bias interruper. Eg
Panchayats – locally elected bodies
Quotas removed 20 years later in denmark as gender equity was achieved
The world economic forum put in place a Specifically, a company could have 5 places if 1 was reserved for a woman. If it could not bring a woman leader, it would have 4 places
Norway is leading the world in gender equity. UK and US have 16%
for the first time in history
Quotas being the biggest and most blunt bias interruper. Eg
Panchayats – locally elected bodies
Quotas removed 20 years later in denmark as gender equity was achieved
The world economic forum put in place a Specifically, a company could have 5 places if 1 was reserved for a woman. If it could not bring a woman leader, it would have 4 places
Norway is leading the world in gender equity. UK and US have 16%
for the first time in history
