Diversity                                                                                                  Review         ...
What is in this session7/03/2013                  Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com   2...
Construction, Hotel, Transport, Ret                           ail and Theatre                           Finance and Admini...
My story so far      o At 15 – no woodwork for girls (early 70’s)      o At 18 - Denied access to Engineering (mid 70’s)  ...
Indirect - as                                                       consumers                                             ...
“Approval of the proposal by European Union     justice commissioner, Viviane Reding, to     mandate quotas for public lis...
Gender Economics builds on the                                                           theories of diversity and promote...
The study of the impact of     gender on the economy                                                  Diversity           ...
What is Gender7/03/2013          Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com   9 of 14  Gender is...
o    We live in a global world of talent where     Diversity and Gender Economics mattero    ‘Diversity of Thought’vii -ne...
 “The Asia and Pacific region is losing $42  billion to $47 billion annually because of  women’s limited access to employ...
Title: “The profit impact of organisational            gender Diversity programs”            Currently there is limited in...
1. Planning      MAJOR OUTPUT: Detailed schedule, deliverables and funding model      2. Identification      MAJOR OUTPU...
“Diversity is not just about tolerating difference, it is also            accepting, recognising and validating it with a ...
“Mixed empirical works: There is a recognized     need to do more empirical work, especially to     unpack how efforts to ...
Current measures revolve around recruitment, retention and      promotion. These metrics are HR centric;             Numb...
 A recent McKinsey survey found      that of companies that had      made efforts to empower      women in emerging      ...
Stefano Natella, co-head of securities            research and analytics, says: “Greater            gender diversity is a ...
     Gender Diversity = flexibility is                 to find for returning women.            too simplistic            ...
What is it? –           The Diversity Program Review            Framework will measure;                                  ...
Program                                                              Organisational                   Management          ...
“Applied Project     Management”7/03/2013   Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com   22 of 14
o    Its about managing complexityo    Its about Diversity of Thoughto    Its about new possibilitieso    Transformation t...
o    “Commodifacation of skills”* is not a friend     to diversityo    Does not replace experience       “PMI, MoP® , Man...
o    Understand the concept of ‘unconscious bias’o    Awareness of the Intersection of age, race     and gendero    Levera...
Why do 30% of IT projects fail?                       Why do 70% of CEO’s get the sack?         They can’t manage the so-c...
Susanne MooreGender Economics.comPhone: +61 439 420 897Email: susannemoore2256@hotmail.comWeb: www.gendereconomics.com, ww...
i.Committee on the Situation of Women in Economics holds the yearly conference on Gender      Economics in Madrid Spain. h...
Ospina S, Hadidy W, Caicedo G, (2011), LEADERSHIP, DIVERSITY AND INCLUSION insights from      scholarship, “Research Cente...
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  • Gender is a range of characteristics of femininity and masculinity.[1] Depending on the context, the term may refer to such concepts as sex (i.e. the state of being male or female), social roles (as in gender roles) or gender identity.Sexologist John Money introduced the terminological distinction between biological sex and gender as a role in 1955. Before his work, it was uncommon to use the word "gender" to refer to anything but grammatical categories.[2][3] However, Money's meaning of the word did not become widespread until the 1970s, when feminist theory embraced the distinction between biological sex and the social construct of gender. Wikipedia http://en.wikipedia.org/wiki/Gender downloaded 05/12/12
  • A Solution For A Struggling Global Economy: Gender EqualityClinton: “By increasing women’s participation in the economy and enhancing their efficiency and productivity, we can have a dramatic impact on the competitiveness and growth of our economies.”The Economist found that the increase in employment of women in developed economies during the past decade contributed more to global growth than did China. In the U.S., a McKinsey study found that women went from holding 37% of all jobs to nearly 48% over the past 40 years, and that the productivity gains attributable to this modest increase in women’s share of the labor market now accounts for approximately 25% of U.S. GDP. That works out to over $3.5 trillion – more than the GDP of Germany and more than half the GDPs of China and Japan.Some stat’sYet the barriers to women’s full economic participation – laws, customs and practices that reinforce gender discrimination at multiple levels – remain. Women are over-represented at the bottom of the global economy and under-represented at the top. They constitute a majority of the world’s poor, more than 60% of the world’s hungry, hold less than 20 percent of the world’s land titles despite their dependence on and predominance in agriculture, and are much more likely to be illiterate and face gender-based violence. Among Fortune 500 companies, women hold only three percent of CEO positions and 15 percent of board seats.As a working mother and one of only 17 women in the U.S. Senate, Kirsten is part of a new generation of leaders with a unique understanding of the challenges facing American families and the critical need for economic growth and new jobs. Kirsten feels strongly that women are the key to economic recovery, which is why she started Off The Sidelines, an effort to urge more women to make their voices heard and get involved in all levels of public life.
  • Increased access to innovation and creativity - women as a ‘direct input to the economy’ rather than an ‘indirect input to the economy’ as mere consumers.
  • Gender is a range of characteristics of femininity and masculinity.[1] Depending on the context, the term may refer to such concepts as sex (i.e. the state of being male or female), social roles (as in gender roles) or gender identity.Sexologist John Money introduced the terminological distinction between biological sex and gender as a role in 1955. Before his work, it was uncommon to use the word "gender" to refer to anything but grammatical categories.[2][3] However, Money's meaning of the word did not become widespread until the 1970s, when feminist theory embraced the distinction between biological sex and the social construct of gender. Wikipedia http://en.wikipedia.org/wiki/Gender downloaded 05/12/12
  • How to solve the world’s trickiest political problems?In Reframe, Eric Knight explains how a change of focus can reveal a solution that was lying just outside your frame of vision. From terrorism to global warming, from border security to high finance, he brings a new perspective that is both exhilarating and useful.
  • A Solution For A Struggling Global Economy: Gender EqualityClinton: “By increasing women’s participation in the economy and enhancing their efficiency and productivity, we can have a dramatic impact on the competitiveness and growth of our economies.”The Economist found that the increase in employment of women in developed economies during the past decade contributed more to global growth than did China. In the U.S., a McKinsey study found that women went from holding 37% of all jobs to nearly 48% over the past 40 years, and that the productivity gains attributable to this modest increase in women’s share of the labor market now accounts for approximately 25% of U.S. GDP. That works out to over $3.5 trillion – more than the GDP of Germany and more than half the GDPs of China and Japan.Some stat’sYet the barriers to women’s full economic participation – laws, customs and practices that reinforce gender discrimination at multiple levels – remain. Women are over-represented at the bottom of the global economy and under-represented at the top. They constitute a majority of the world’s poor, more than 60% of the world’s hungry, hold less than 20 percent of the world’s land titles despite their dependence on and predominance in agriculture, and are much more likely to be illiterate and face gender-based violence. Among Fortune 500 companies, women hold only three percent of CEO positions and 15 percent of board seats.As a working mother and one of only 17 women in the U.S. Senate, Kirsten is part of a new generation of leaders with a unique understanding of the challenges facing American families and the critical need for economic growth and new jobs. Kirsten feels strongly that women are the key to economic recovery, which is why she started Off The Sidelines, an effort to urge more women to make their voices heard and get involved in all levels of public life.
  • Many forward thinking organisations are undertaking Diversity programs in a bid to attract and retain the right people and they must harvest a diverse talent pool to stay competitive.This talent pool includes women, ethnic groups, Gen Y and Gen X and the instigation of programs to tap into talent in the aging population.  This study will focus directly on Gender Diversity Programs, which create an organisational culture where gender inequalities are minimized.
  • Many forward thinking organisations are undertaking Diversity programs in a bid to attract and retain the right people and they must harvest a diverse talent pool to stay competitive.This talent pool includes women, ethnic groups, Gen Y and Gen X and the instigation of programs to tap into talent in the aging population.  This study will focus directly on Gender Diversity Programs, which create an organisational culture where gender inequalities are minimized.
  • Meaning that some people can not be treated equality as their situation does not allow it. Ie; preferential treatment, people who want to work part time can’t have their output compared with a full time employee
  • A 2007 Catalyst (US) study found that when Fortune 500 companies were divided into quartiles based on the percentage of women on their boards, the top quartile companies outperformed the bottom quartile by 42 to 66% across a range of financial indicators.A recent McKinsey survey found that of companies that had made efforts to empower women in emerging markets, 34% reported increased profits, and another 38% said they expected to see profit as a direct result of those efforts.Women make up more than half the world population, yet are the most under represented in leadership positions.In a McKinsey survey, a third of executives reported increased profits as a result of investments in empowering women in emerging markets. The World Bank finds that eliminating discrimination against female workers and managers “could significantly increase productivity per worker by 25 to 40%.” Reducing barriers preventing women from working in certain sectors would lower “the productivity gap between male and female workers by a third to one half…across a range of countries.”Forbes
  • “Firms with at least one woman on their board outperform rivals with no women at the top table”“Overall, blue-chip organisations with at least one woman on the board have outperformed rivals without women at the top table by 26% over the last six years.”“Those with female directors outperform on share price, show a greater return on equity and tend to have less debt.”“The difference made by women has been especially notable during the financial crisis, with stocks with women on the board surging ahead of others."
  • Meaning that some people can not be treated equality as their situation does not allow it. Ie; preferential treatment, people who want to work part time can’t have their output compared with a full time employee
  • Meaning that some people can not be treated equality as their situation does not allow it. Ie; preferential treatment, people who want to work part time can’t have their output compared with a full time employee
  • Meaning that some people can not be treated equality as their situation does not allow it. Ie; preferential treatment, people who want to work part time can’t have their output compared with a full time employee
  • Gender economics slide pack

    1. 1. Diversity Review Framework Diversity Economics Gender Economics SUSANNE MOORE, GENDERECONOMICS.COM7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 1 of 14
    2. 2. What is in this session7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 2 of 141. Introduction2. What is Gender Economics3. The Research4. Diversity Economics5. Applied Project Management6. The New Business Transformation7. “Commodifaction of Skills”8. Business Benefits – how you can help
    3. 3. Construction, Hotel, Transport, Ret ail and Theatre Finance and Administration Business Owner Retail Computer Science and Technology Project Management Managing Director – Synergy Management Solutions Studying Sociology Gender Economics Married 3 times, 3 children interested in equality, equity and justice7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 3 of 14
    4. 4. My story so far o At 15 – no woodwork for girls (early 70’s) o At 18 - Denied access to Engineering (mid 70’s) o At 18 – mother left with nothing (mid 70’s) o At 19 – no married women (late 70’s) o At 24 – denied promotion (early 80’s) o At 25 – denied a loan (early 80’) o At 30 – faced hostility to promotion (early 90’s) o At 36 – combated sexual harassment and threats of violence o At 39 – started my own company (1997 o And now7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 4 of 14
    5. 5. Indirect - as consumers • Fashion pressure • Film & Television • Media representations • Social Conditioning Direct - as decision makers • Corporate leaders • Wage Parity • Policitical influencers7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 5 of 14
    6. 6. “Approval of the proposal by European Union justice commissioner, Viviane Reding, to mandate quotas for public listed companies in Europe should flash a big red warning to businesses around the globe that they need to take diversity seriously.” Ref: Women on Boards Media Release 15 November 2012 http://womenonboards.org.au/news/media121115-eu-reding.htm7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 6 of 14
    7. 7. Gender Economics builds on the theories of diversity and promotes the Diversity value of gender balance, particularly in Review Framework the area of innovation and creativity. It recognises the ‘direct input’ of women to the economy and extends the theory Diversity that the discipline of economics ”could Economics be improved by freeing itself from masculine biases” (Ferber, Nelson 1993: Gender Economics 24). Diversity Economics focuses on the organisational economics of diversity programs and follows the concepts of Economic Diversity, ”as a way to achieve economic stability” (Wagner 1993) .7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 7 of 14
    8. 8. The study of the impact of gender on the economy Diversity Review Framework and the resultant impact of economic decisions on Diversity Economics Gender gender. Economics7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 8 of 14
    9. 9. What is Gender7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 9 of 14 Gender is the constructed view – your gendered identity (John Money 1955) Your sex is male or female
    10. 10. o We live in a global world of talent where Diversity and Gender Economics mattero ‘Diversity of Thought’vii -new possibilitieso Reducing unconscious bias in our screening practices and the interview room to minimise ’stereotype threat’ will provide greater access to talent.o Gender naturalisation, gender stereotypes and masculinised language –‘reframe’ viiio Sourcing practices are changing7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 10 of 14
    11. 11.  “The Asia and Pacific region is losing $42 billion to $47 billion annually because of women’s limited access to employment opportunities, and another $16 – $30 billion as a result of gender gaps in education.” (Forbes Woman 2011) The trend to recognise Diversity is gaining momentum and this means that employers and managers need to address gender imbalance.7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 11 of 14
    12. 12. Title: “The profit impact of organisational gender Diversity programs” Currently there is limited information on the success of these programs and very few metrics exist that can be substantiated. The aim of the study is to observe organisational Gender Diversity Programs that are in flight and develop metrics that can be represented on balance sheets in the future. Copyright Susanne Moore 20127/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 12 of 14
    13. 13. 1. Planning MAJOR OUTPUT: Detailed schedule, deliverables and funding model 2. Identification MAJOR OUTPUT: A Diversity Program Review Framework, measuring both the program’s standalone effectiveness from a program management perspective, and assesses the viability of program’s data for further research. 3. Evaluate and Discover MAJOR OUTPUT: Interim Findings Document includes Focus group, interview data, assessment map of potential linkages to the build the financial model. 4. Development MAJOR OUTPUT: Measurement Framework, Financial Model, Benchmark Report 5. Delivery MAJOR OUTPUT: Completed Research Report7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 13 of 14
    14. 14. “Diversity is not just about tolerating difference, it is also accepting, recognising and validating it with a full acceptance of the contributions that this difference brings” Susanne Moore 2012 Diversity Review Framework Diversity Economics Gender Economics7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 14 of 14
    15. 15. “Mixed empirical works: There is a recognized need to do more empirical work, especially to unpack how efforts to foster diversity impact the organization and its members. The empirical data that do exist are mixed.” Ospina, Hadidy, Caicedo 20117/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 15 of 14
    16. 16. Current measures revolve around recruitment, retention and promotion. These metrics are HR centric;  Numbers of women on boards as %  Women in the career pipeline  In leadership roles / levels of management  Retention (and return) rates  Quota’s, key performance of managers to promote women  Interview statistics by broadening the measurements we are more likely to find a causal link to profit7/03/2013 Presentation, and content © 2012 Susanne Moore, Gendereconomics.com +61 439 420 897 16 of 29
    17. 17.  A recent McKinsey survey found that of companies that had made efforts to empower women in emerging markets, 34% reported increased profits, and another 38% said they expected to see profit as a direct result of those efforts.  Women make up more than half the world population, yet are the most under represented in leadership positions. Moore, susannemoore.com. Gendereconomics.com7/03/2013 Presentation by Susanne 17 of 14
    18. 18. Stefano Natella, co-head of securities research and analytics, says: “Greater gender diversity is a valuable additional metric to consider when evaluating investments. The results of our analysis are irrefutable and for the first time offer a global view of this topic.” 2 August 2012 Grapevine HR7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 18 of 14
    19. 19.  Gender Diversity = flexibility is to find for returning women. too simplistic  No hard and fast metrics to  Diversity consulting opportunities prove increases in productivity on the rise and bottom line profit.  Proactive and creative diversity  Our geographic isolation shields programs. us from full recognition of global Westpac, KPMG, Deloitte, Ernst & economy and hinders innovation. Young, IBM  Diversity pools much larger  Lagging behind other countries in overseas due to geography and gender equality (UK, US and necessity. Europe) are often shocked by  Intersection of ethnicity, gender discrimination faced and age are still barriers to many  Political legislation does not women. match rhetoric. Maternity leave legislation not conforming to UN – vILO guidelines.  Lack of quality childcare limiting, and part time jobs hard7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 19 of 14
    20. 20. What is it? –  The Diversity Program Review Framework will measure; Diversity Review 1. The program’s standalone Framework effectiveness from a Program Management perspective; and, Diversity Economics 2. Assesses the viability of the Gender Economics program’s data as a research candidate for the broader research project.7/03/2013 Presentation, and content © 2012 Susanne Moore, Gendereconomics.com +61 439 420 897 20 of 29
    21. 21. Program Organisational Management Vision & Strategy Capability Performance Cultural Integration Innovation through &Acceptance Diversity7/03/2013 Presentation, and content © 2012 Susanne Moore, Gendereconomics.com +61 439 420 897 21 of 25
    22. 22. “Applied Project Management”7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 22 of 14
    23. 23. o Its about managing complexityo Its about Diversity of Thoughto Its about new possibilitieso Transformation through enabling innovation7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 23 of 14
    24. 24. o “Commodifacation of skills”* is not a friend to diversityo Does not replace experience  “PMI, MoP® , Management of Portfolios, MSP®, Managing Successful Programs, P3O®, Portfolio, Program, Project Office or PRINCE2® Projects IN a Controlled Environment”* http://susannemoore.wordpress.com/?s=commodifacation7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 24 of 14
    25. 25. o Understand the concept of ‘unconscious bias’o Awareness of the Intersection of age, race and gendero Leveraging Cultural differenceso Interview techniques that reduce ‘stereotype threat’o Ensuring ‘gender neutral’ conversationso Flexibility and diversity is not gender specific7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 25 of 14
    26. 26. Why do 30% of IT projects fail? Why do 70% of CEO’s get the sack? They can’t manage the so-called “soft fluffy stuff”; people and change  According to a Fortune 500 cover story, nine out of ten organisations fail to implement their strategic plan for many reasons: • 60% of organisations don’t link strategy to budgeting • 75% of organisations don’t link employee incentives to strategy • 86% of business owners and managers spend less than 1 hour/month discussing strategy • 95% of workforce doesn’t understand their organisation’s strategy©Benefits for Business (b4b) 2012www.benefitsforbusiness.com.au
    27. 27. Susanne MooreGender Economics.comPhone: +61 439 420 897Email: susannemoore2256@hotmail.comWeb: www.gendereconomics.com, www.susannemoore.comConsulting in; •Strategic Diversity Economics -Strategic Planning at the genesis of Diversity Programs • Gender Economics – Planning for economic sustainability, policy advice, market solutions •Diversity Program Reviews - Diversity Program Reviews for Programs that are inflight • Business Transformation - The “New Business Transformation” –using the research to tap into innovation •Diversity Research – white papers, speaking engagements, mentoring
    28. 28. i.Committee on the Situation of Women in Economics holds the yearly conference on Gender Economics in Madrid Spain. http://www.asesec.org/cosme/index_engl.html ii.(Gender Equality as Smart Economics: A World Bank Group Gender Action Plan (Fiscal years 2007–10), 2006) iii.Kirsten Gillibrand http://www.kirstengillibrand.com/video/senator-gillibrand-on-the-today- show-to-discuss-womens-economic-empowerment iv.Hilary Clinton in Forbes Women 10/14/11 A Solution For A Struggling Global Economy: Gender Equality http://www.forbes.com/sites/forbeswomanfiles/2011/10/14/a-solution-for-a-struggling- global-economy-gender-equality/. In 2011 Clinton chaired the first-ever Asia-Pacific Economic Cooperation (APEC) High-Level Policy Dialogue on Women and the Economy. v.Sayre, Michael J. Silverstein and Kate ( 2009) “Women Want More: How to Capture Your Share of the World’s Largest, Fastest-Growing Market”, New York, Harper Business. vi.Catalyst The Bottom Line: Connecting Corporate Performance and Gender Diversity, http://www.catalyst.org/publication/82/the-bottom-line-connecting-corporate- performance-and-gender-diversity vii.McKinnsey in Forbes Women 2011 Moore, Susanne (2012), “The Commodifacation of Skills, not seeing the wood for the trees”, http://susannemoore.wordpress.com/?s=commodifacation .7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 28 of 14
    29. 29. Ospina S, Hadidy W, Caicedo G, (2011), LEADERSHIP, DIVERSITY AND INCLUSION insights from scholarship, “Research Center for Leadership in Action, March 2011”, Research Center for Leadership in Action at New York University’s Robert F. Wagner Graduate School of Public Service viii.Grapevine HR - Gender diversity improves company performance, says Credit Suisse http://www2.askgrapevine.com/news/hr/article/2012-08-02-gender-diversity-improves-company- performance-says-credit-suisse/ ix.International Labour Organisation http://www.ilo.org/global/standards/subjects-covered-by- international-labour-standards/maternity-protection/lang--en/index.htm x.Research Project www.gendereconomics.com xi.Diversity of Thought - Jude-Martin Etuka http://www.diversity-is.com/ xii.Simard, Caroline and Gammal Denise (2012) “Solutions to Recruit Technical Women in Anita Borg Institute.http://anitaborg.org/files/Anita-Borg-Inst-Solutions-To-Recruit-Technical- Women.pdf xiii.Eric Knight (2012) “Reframe How to solve the world’s trickiest problems” http://www.blackincbooks.com/books/reframe Wikipedia http://en.wikipedia.org/wiki/Gender downloaded 05/12/12 The Times of India (Oct 4, 2012) http://articles.timesofindia.indiatimes.com/2012-10-04/edit- page/34239918_1_anti-dowry-false-dowry-cases-dowry-deaths, downloaded 6/12/20127/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 29 of 14

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