1. Australian girls outperform boys in literacy and reading scores on PISA tests at age 15, though boys achieve higher average marks than girls in year 12. While women have increased participation in tertiary education, their median starting salaries remain lower than men's in many fields.
2. In 13 fields of education in 2012 and 2011, male starting salaries were higher than females. Representation of women in senior executive positions in ASX 200 companies has not exceeded 13% for the past decade.
3. Warren Buffett is optimistic about increasing female participation in the workforce, noting only half of human capacity has been used so far. He believes empowering women can significantly boost economic growth.
This deck reviews the state of play in the STEM industry and provides insight on how to fix a skills shortage by making a more welcoming working environment for women.
Women In STEM/ Women In Engineering/ STEM Barriers and Solutions/ Need for Wo...Mehak Azeem
This fantastic artistic PowerPoint presentation was presented to IEEE MEA Engineering College Student Branch, India. In this presentation, I covered concepts of STEM, reasons to have women in STEM, Why STEM fro girls, barriers and solution, STEM pipeline, facts, and fiction for girls in STEM. I believe this presentation is full of encouragement for girls to choose STEM as their career and profession, figure out fictions for girls in STEM.
Special thanks to expert and my IEEE mentor Muhammad Mairaj Ul Haque for helping me.
For any information and assistance:
[haq.mairaj@hotmail.com] [mehakazeem@ieee.org]
Tech needs women. To attract and keep them tech culture needs to change. Joint research with Accenture and Girls Who Code shows us how we'll get there.
This deck reviews the state of play in the STEM industry and provides insight on how to fix a skills shortage by making a more welcoming working environment for women.
Women In STEM/ Women In Engineering/ STEM Barriers and Solutions/ Need for Wo...Mehak Azeem
This fantastic artistic PowerPoint presentation was presented to IEEE MEA Engineering College Student Branch, India. In this presentation, I covered concepts of STEM, reasons to have women in STEM, Why STEM fro girls, barriers and solution, STEM pipeline, facts, and fiction for girls in STEM. I believe this presentation is full of encouragement for girls to choose STEM as their career and profession, figure out fictions for girls in STEM.
Special thanks to expert and my IEEE mentor Muhammad Mairaj Ul Haque for helping me.
For any information and assistance:
[haq.mairaj@hotmail.com] [mehakazeem@ieee.org]
Tech needs women. To attract and keep them tech culture needs to change. Joint research with Accenture and Girls Who Code shows us how we'll get there.
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Based upon unique survey data collected using respondent driven sampling methods, we
investigate whether there is a gender pay gap among social entrepreneurs in the UK. We find
that women as social entrepreneurs earn 29% less than their male colleagues, above the
average UK gender pay gap of 19%. We estimate the adjusted pay gap to be about 23%
after controlling for a range of demographic, human capital and job characteristics, as well as
personal preferences and values. These differences are hard to explain by discrimination
since these CEOs set their own pay. Income may not be the only aim in an entrepreneurial
career, so we also look at job satisfaction to proxy for non-monetary returns. We find female
social entrepreneurs to be more satisfied with their job as a CEO of a social enterprise than
their male counterparts. This result holds even when we control for the salary generated
through the social enterprise. Our results extend research in labour economics on the gender
pay gap as well as entrepreneurship research on women’s entrepreneurship to the novel
context of social enterprise. It provides the first evidence for a “contented female social
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Session by Catherine Candea, OECD Deputy Director of Public Affairs and Communications; and Yumiko Murakami, Head of OECD Tokyo Centre.
Gender equality is not only about ensuring a fair society, it makes good economic sense. On average across the OECD, if female labour force participation rates converged to that of men by 2030, GDP would increase by 12%. G20 countries have committed to reduce gender gaps in labour force participation rates by 25% by 2025. Progress in female educational attainment and increases in women’s employment are absolutely crucial for economic growth and for reducing income inequality, even more so in the context of ageing populations. However, significant disparities remain: women are less likely than men to work and more likely to work part-time; they remain severely under-represented in the science, technology, engineering and mathematics (STEM) fields of study and occupations; their representation in senior management positions is still far below par; and gender wage gaps persist, particularly at the top of the hierarchy. In many countries, tax and benefit systems still do not provides mothers and fathers with equal incentives to work, which can exacerbate existing gender inequalities. All these differences, accumulated throughout life, also lead to retirement income disparities.
Gender equality amongst policy makers has been recognised as important for achieving progress in gender equality and for improving the quality and responsiveness of public policy and services. But while the proportion of female leaders policy making is increasing, women still represent, on average, less than one-third of decision-making positions in all branches of power in OECD countries.
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This presentation explores the challenges both clients and researchers face seeking to future-proof insights using the emerging trend of market research online communities (MROC).
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There are various techniques that have been developed for food sensory research on children, but there is little consensus on the most effect approach and questions to use. This slide share explores such issues.
Applications of Behavioural Economics to consumer insightErica van Lieven
Shown at the AMSRS National Conference 2013 this presentation on Behavioural economics by Ben Wright highlights the very interesting findings from a small exploratory study that could serve as the basis to the beginnings of a revolutionary measure in the market research industry.
Why does gender pay continue to exist in the modern workplaceLili Georgieva
A report investigating the reasons why does gender pay continue to exist in the modern workplace, developed as an assignment at the University Of Portsmouth in Managing Equality and Diversity Unit. Awarded with a 1st class result.
Do Women Earn Less Even as Social EntrepreneursSEFORÏS
Based upon unique survey data collected using respondent driven sampling methods, we
investigate whether there is a gender pay gap among social entrepreneurs in the UK. We find
that women as social entrepreneurs earn 29% less than their male colleagues, above the
average UK gender pay gap of 19%. We estimate the adjusted pay gap to be about 23%
after controlling for a range of demographic, human capital and job characteristics, as well as
personal preferences and values. These differences are hard to explain by discrimination
since these CEOs set their own pay. Income may not be the only aim in an entrepreneurial
career, so we also look at job satisfaction to proxy for non-monetary returns. We find female
social entrepreneurs to be more satisfied with their job as a CEO of a social enterprise than
their male counterparts. This result holds even when we control for the salary generated
through the social enterprise. Our results extend research in labour economics on the gender
pay gap as well as entrepreneurship research on women’s entrepreneurship to the novel
context of social enterprise. It provides the first evidence for a “contented female social
entrepreneur” paradox.
In this presenation Pamela Campa (Assistant Professor at SITE) discussed the under-representation of women in power and ongoing inequality of women in politics.
Session by Catherine Candea, OECD Deputy Director of Public Affairs and Communications; and Yumiko Murakami, Head of OECD Tokyo Centre.
Gender equality is not only about ensuring a fair society, it makes good economic sense. On average across the OECD, if female labour force participation rates converged to that of men by 2030, GDP would increase by 12%. G20 countries have committed to reduce gender gaps in labour force participation rates by 25% by 2025. Progress in female educational attainment and increases in women’s employment are absolutely crucial for economic growth and for reducing income inequality, even more so in the context of ageing populations. However, significant disparities remain: women are less likely than men to work and more likely to work part-time; they remain severely under-represented in the science, technology, engineering and mathematics (STEM) fields of study and occupations; their representation in senior management positions is still far below par; and gender wage gaps persist, particularly at the top of the hierarchy. In many countries, tax and benefit systems still do not provides mothers and fathers with equal incentives to work, which can exacerbate existing gender inequalities. All these differences, accumulated throughout life, also lead to retirement income disparities.
Gender equality amongst policy makers has been recognised as important for achieving progress in gender equality and for improving the quality and responsiveness of public policy and services. But while the proportion of female leaders policy making is increasing, women still represent, on average, less than one-third of decision-making positions in all branches of power in OECD countries.
Women in Science: numbers, challenges and ways forward. Presentation designed for the Young Women's Leadership Conference at City College of New York, March 20, 2015
For too many years marketing and sales have operated in silos...while in some forward thinking companies, the two organizations work together to drive new opportunity development and revenue. This session will explore the lessons learned in that beautiful dance that can occur when marketing and sales work together...to drive new opportunity development, account expansion and customer satisfaction.
No, this is not a conversation about MQLs and SQLs. Instead we will focus on a framework that allows the two organizations to drive company success together.
Core Web Vitals SEO Workshop - improve your performance [pdf]Peter Mead
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CWV Topics include:
- Understanding the latest Core Web Vitals including the significance of LCP, INP and CLS + their impact on SEO
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To take the pulse of consumers’ feelings about their financial well-being ahead of a highly anticipated election, ThinkNow conducted a nationally representative quantitative survey. The survey highlights consumers’ hopes and anxieties as we move into 2024. Let's unpack the key findings to gain insights about where we stand.
Digital Money Maker Club – von Gunnar Kessler digital.focsh890
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This session will dive into the methodologies for executing and analyzing landing page tests within paid social channels, offering a blend of theoretical knowledge and practical insights.
The Pearmill team will guide you through the nuances of setting up and managing landing page experiments on paid social platforms. You will learn about the critical rules to follow, the structure of effective tests, optimal conversion duration and budget allocation.
The session will also cover data analysis techniques and criteria for graduating landing pages.
In the second part of the webinar, Pearmill will explore the use of A/B testing platforms. Discover common pitfalls to avoid in A/B testing and gain insights into analyzing A/B tests results effectively.
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2. Find ways to show EEAT
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https://nidmindia.com/
A.I. (artificial intelligence) platforms are popping up all the time, and many of them can and should be used to help grow your brand, increase your sales and decrease your marketing costs.In this presentation:We will review some of the best AI platforms that are available for you to use.We will interact with some of the platforms in real-time, so attendees can see how they work.We will also look at some current brands that are using AI to help them create marketing messages, saving them time and money in the process. Lastly, we will discuss the pros and cons of using AI in marketing & branding and have a lively conversation that includes comments from the audience.
Key Takeaways:
Attendees will learn about LLM platforms, like ChatGPT, and how they work, with preset examples and real time interactions with the platform. Attendees will learn about other AI platforms that are creating graphic design elements at the push of a button...pre-set examples and real-time interactions.Attendees will discuss the pros & cons of AI in marketing + branding and share their perspectives with one another. Attendees will learn about the cost savings and the time savings associated with using AI, should they choose to.
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When done effectively, personalization builds trust, loyalty, and satisfaction among your users—key factors for business success. However, relying solely on AI capabilities isn’t enough. You need to anchor your approach in solid principles, understand your users’ context, and master the art of persuasion.
Join us as Sarjak Patel and Naitry Saggu from 3rd Eye Consulting unveil a transformative framework. This approach seamlessly integrates your unique context, consumer insights, and conversion goals, paving the way for unparalleled success in personalization.
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Watch this webinar as we dive into the evolving landscape of content strategy tailored for today's fragmented user journeys. Understanding how to deliver your content to your users is more crucial than ever, and we’ll provide actionable tips for navigating these intricate challenges.
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3. Education:
Australian girls are ahead of boys on literacy
Maths Science and
Reading scores on
PISA, 15 Years old
Source: OECD 2004 Learning for Tomorrow’s World –
First results from PISA 2003
4. Source: ABS 2001 Transition from Education to Work
Survey; 2002-2010 Surveys of Education and Work
In average year 12 male students achieve lower marks
than female students
5. From a slow start women in Australia have increased their
participation in tertiary education
6. Women out number men
in enrolments for bachelor degrees
Source: ABS 2011 Survey of Education and Work
7. Yet median starting salaries
for women are consistently lower than males…
Source: ABS Gender Indicators Australia, Australian
Social Trends July 2012
8. Fields of education where men earned more than women in 2012 and 2011
2012 2011
Industry
Male
($, 000)
Female
($, 000)
Male
($, 000)
Female
($, 000)
Architecture and building 52 43 50 43
Dentistry 92 77.6 80 75
Optometry 82 75 72 70
Law 55 50.7 52 50
Economics, business 50 47 50 45
Art and design 42.5 40 42 40
Accounting 50 48 48 46
Mathematics 58.1 56 55 55
Veterinary science 46 45 43 45
Paramedical studies 53 52 52 50
Social work 50.9 50 49 50
Psychology 49.5 49 50 47
Agricultural science 50.5 50 45 46
Source: Workplace Gender Equality Agency | GradStats
– starting salaries | www.wgea.gov.au
In 13 fields of education
male starting salaries were greater than their female counterparts
9. We are wasting the investment in education
Source: Gender Equality in Education, Employment
and Entrepreneurship: OECD, May 2012
10. Market Research has a higher proportion
of female CEOS’s relative to other industries in Australia
Source: Workplace Gender Equity Agency, includes data from the 2013-14 and
2014-15 reporting periods
11. However there remains a gap of approx. 16%
in total remuneration between men and women in 2015 in MR
Source: Workplace Gender Equity Agency, includes data from the 2013-14 and
2014-15 reporting periods
12. Representation of women
in senior executive positions in ASX 200 companies has not exceeded 13% for the past decade
Source: Equal Opportunity for Women in the Workplace
Agency ; 2012 Australian Census of Women in Leadership
13. What stops women from reaching the top?
Source: What stops women from reaching the top?
Confronting the tough issues, BAIN & Co 2011
14. “
Peter Stubbs and Dianne Dunleavy,
weekend radio Melbourne 3AW, FEB 2016
It's odd that people need to bring up the
fact we are male and female.
Neither of us judge people according to their
gender but we have sometimes been treated that
way. I have had meetings with management
where I was the focus of the discussion but
management directed all the comments to
Grubby. I was invisible. If there are complaints
about something said on our show they are
usually about me – even though it might not have
been me who made the remarks”
15. “One of the greatest
discoveries you can
make, is to understand
how fear can hold
you back…..
17. Warren Buffet is bullish on women
We’ve seen what can be
accomplished when we use 50
per cent of our human capacity.
If you visualise what 100 per
cent can do, you’ll join me as an
unbridled optimist.
Warren Buffet ,
Fortune Magazine May 20, 2013
“
Women should never forget
that it is common for powerful
and seemingly self-assured
males to have more than a bit
of the Wizard of Oz in them.
Pull the curtain aside, and
you'll often discover they are
not supermen after all. (Just
ask their wives!)
Fortune Magazine May 20, 2013
“
18. References
Australian Bureau of Statistics 2013, Australian Social Trends, cat. no. 4102. 0, ABS, Canberra.
Australian Bureau of Statistics 2012, Australian Social Trends, cat. no. 4102. 0, ABS, Canberra.
Australian Bureau of Statistics 2012, GenderIndicators, cat. no. 4125.0, ABS, Canberra
Australian Bureau of Statistics 2011, Australian Social Trends, cat. no. 4102. 0, ABS, Canberra.
Australian Bureau of Statistics 2006, Australian Social Trends, cat. no. 4102. 0, ABS, Canberra.
Australian Government & Equal Opportunity for Women in the Workplace Agency 2012, Australian Census of
Women in Leadership, Australian Government & Equal Opportunity for Women in the Workplace Agency, Canberra.
Toohey, T Colosimo, D Boak, A 2009, Economics:Australia's Hidden Resource: The Economic Case For Increasing Female
Participation', Goldman Sachs JBWere Investment Research, Australia.
OECD 2012, 'Gender Equality in Education, Employment and Entrepreneurship: Final Report to the MCM 2012', OECD, Paris.
Sanders, M Hrdlicka, J Hellicar, M Cottrell, D Knox, J 2011 'What stops women from reaching the top? Confronting the
tough issue', Bain & Company, Sydney.
Sandberg, S 2013, 'Lean in: Women, Work, and the Will to Lead', Alfred A.Knope, New York.
Fortune Magazine, May 2013 Warren Buffett is bullish ... on women;
Increasing the number of Women in Senior Executive Positions, Business Council of Australia Report BY Meredith
Hellicar Nov 2013
Graduate Careers Australia (2012), Postgraduate Destinations Report 2011, http://www.graduatecareers.com.au/Research/Resear
chReports/PostgraduateDestinations
Workplace Gender Equity Agency, includes data from the 2013-14 and 2014-15 reporting periods