The document discusses the positive impact of gender diversity on corporate boards, highlighting its correlation with innovation, reduced conflict, and better financial performance. It includes data on gender representation in events, pay equity among faculty, and outlines actionable steps to support women in technology and academia. The text emphasizes the importance of addressing unconscious bias and fostering diversity initiatives in professional settings.

1. J E N I N E B E E K H U Y Z E N
E C I S 2 0 1 5 : I S W O M E N S N E T W O R K I N G E V E N T
U N I V E R S I T Y O F S O U T H E R N Q U E E N S L A N D . B R I S B A N E . A U S T R A L I A
@ T G A S U P E R H E R O E S @ A D R O I T R E S E A R C H @ E I N A C T I O N

2. Researcher
CEO
Social Entrepreneur
Author
Lecturer
Volunteer
Pretend chef
Jewellery designer
World conquerer
....
Jewella

3. D I V E R S I T Y
B U T W H Y ?

4. C O R P O R AT E B O A R D S
Gender diversity is connected positively
with innovation
Innovation is positively & significantly correlated with
board racial diversity, and marginally significantly
correlated with board gender diversity
Miller, T. & del Carmen Triana, M. “Demographic Diversity in the Boardroom: Mediators of the
Board Diversity–Firm Performance Relationship,” Journal of Management Studies, vol. 46, no. 5 (July 2009): p. 755-786. 37

5. C O R P O R AT E B O A R D S
The proportion of women directors is
linked to reduced conflict and increased
board development efforts
Ashcraft, C. & Breitzman, A. “Who Invents IT?: An Analysis of Women's Participation in
Information Technology Patenting,” National Center for Women & Information Technology (2007)

6. S E N I O R M A N A G E M E N T
Companies with women CEOs, women in
upper management ranks and on boards
experience better financial performance
Catalyst, The Bottom Line: Connecting Corporate Performance and Gender Diversity (2004)
Kotiranta, A., Kovalainen, A. & Rouvinen, P. “Does Female Leadership Boost Firm
Profitability?” EVA Analysis, no. 3 (September 24, 2007).

7. I T PAT E N T S
May benefit from gender-diverse teams
Mixed gender teams in the United States produce
patents that are cited 26 to 42 percent more frequently
than the average
Nielsen, S. & Huse, M. “The Contribution of Women on Boards of Directors: Going Beyond the
Surface,” Corporate Governance: An International Review, vol. 18, no. 2 (March 2010).

8. Gender-diverse boards increase corporate
reputation
Brammer, S., Millington, A. & Pavelin, S. “Corporate Reputation and Women on the
Board,” British Journal of Management, vol. 20, no. 1 (March 2009).

9. PA ST

10. 2 F E M A L E
K E Y N O T E S
AT A C I S I N
2 0 Y E A R S
E C I S ? I C I S ?
5%

11. 4 9 K E Y N O T E S
No data for 1993 . 2006 . 2007 . 2011
E C I S …
4 4 M A L E S ( 8 9 . 8 % )
5 F E M A L E S ( 1 0 . 2 % )

12. 3 8 C O N F E R E N C E C H A I R S
E C I S …
3 1 M A L E S ( 8 1 . 5 % )
7 F E M A L E S ( 1 8 . 5 % )

13. P RES E N T

14. PAY E Q U I T Y
Men paid ~£56,301
Women paid ~£46,030
19% difference!
Achievement needs to be relative to opportunity

15. M C M A S T E R U N I V E R S I T Y T O
I N C R E A S E F E M A L E FA C U LT Y ’ S
PAY A F T E R R E V I E W
Women faculty members earned on average $3515 less
than their male counterparts in 2012 and 2013 – even
after adjustments were made based on seniority, tenure,
faculty and age
http://www.theglobeandmail.com/news/national/mcmaster-university-to-increase-female-facultys-pay-after-review/article24161859/

16. A I S C O L L E G E S
AIS colleges are a communities of colleagues
with similar professional interests or roles.
Colleges are dedicated to connecting like-
minded AIS members to help them excel in
their professional endeavours related to the
topic of the college.
S E N I O R S C H O L A R S
Contact
Eleanor
Loiacono
W O M E N S N E T W O R K !

17. S H A R E S U C C E S S E S V I A FA C E B O O K

18. R E S E A R C H S T R E A M S
• Track on diversity and inclusion at ACIS2015 (Adelaide)
& ECIS2016 (Istanbul) - Please submit!
• IT workforce - human capital
• Barriers to entry and supporting diversity (minorities) in
the workplace
• Interventions for school girls in the community
Theorise drawing on reference disciplines
Innovate methodologically

19. F U TU RE

20. EX A M P L E F RO M TO U RI S M E D U CAT IO N F U TU RES
I N IT IAT I V E
• At least half of tourism undergraduate students are women
• Half of the PhD completions are female
• Good proportion of tourism industry workers are female
Why is it that most of the visible leaders in the tourism
academy are men?
Do current notions of a 'successful academic' adequately
reflect women's values and needs?
http://www.tourismeducationfutures.org/about-tefi/gender-equity-in-the-tourism-ac
Deep structural issues in the discipline
The Gender Gap in the Tourism Academy: Statistics and Indicators of Gender Equality

21. W H AT C A N I D O ?
Get on a board!

22. W H AT C A N I D O ?
Support your female
colleagues

23. W H AT C A N I D O ?
Call out
unconscious bias

24. W H AT C A N I D O ?
Make job adverts
that don’t alienate
https://storify.com/kissane/job-listings-that-don-t-alienate

25. W H AT C A N I D O ?
Evaluate your job
application process

26. W H AT C A N I D O ?
Outreach in local
schools

27. W H AT C A N I D O ?
1. Participate in a leadership role
2. Attend the AISWN Pre-ICIS workshop (12 Dec) -
Stipends available to those demonstrating financial
need (UN designated developing countries)
3. Check out the new website www.aiswn.org

29. TECH GIRLS MOVEMENT
2015 Search for the Next
Tech Girl Superhero
invites school girls in years
4-12 to pitch their technology
solutions to a social problem
important to them in their
local community.

32. Inspire & be inspired