18%-69% more profitability for companies with the best record of promoting women to high positions (source: “Women in the Executive Suite Correlate to High Profits”, Roy Adler, Harvard Business Review, 2001)

53% return on equity, 42% return on sales, 66% return on invested capital for firms with highest representation of women board directors, outperforming those with the least representation(source: The Bottom Line, Catalyst, 2007).

55% average earnings representation before interest and tax (EBIT) for companies with of women in top leadership and executive committee, which is higher than that of companies with no women in leadership(source: Women Matter, McKinsey & Company 2013)

Gender Diversity Success3 key elements

Agenda

Recruitment

Mindset

1

3

2

“If my Operating Committee does not think that how I measure their performance includes their commitment to and outcomes on gender balance, then they’re simply not going to focus on it like any other business priority. So first I to need make my priorities clear and actually measure performance against the plan as I would any other business priority.”Simon Rothery, Goldman Sachs*

*all quotes and signatures are from Male from Champions of change

“I am intent on CBA being a place where both men and women can thrive. I think that the clearer I am with people that this is a basic expectation that they are accountable for, the more change I am seeing. That’s why targets matter.”Ian Narev, CBA*

“Thinking ‘50/50: If not, why not?’ is like getting a new pair of spectacles and seeing the world differently. You walk into a male-only meeting and immediately notice the difference.”Kevin McCann, Non-Executive Director*

1. Agenda 

Agenda

Recruitment

Mindset

Gender Diversity Success3 key elements

1

3

2

Shortlists?Interviews?Panels?Committees?

Challenge the status

quo

Ask 50/50 if not why

not?

2. Recruitment“Men who have a track record of hiring, developing and advancing women are actually quite rare. We celebrate them as exceptional. If we want more women in our senior ranks, such leaders should be the norm in our businesses rather than the exception. Let’s end the lottery and unlock the potential of all our people.”Mike Smith, ANZ

“Ultimately, the buck stops with me. I need to make sure that all of the leaders in my organisation are inclusive. I don’t want this to be a diversity project – it has to underpin the way we do business.”Giam Swiegers, Deloitte

Implement Plus One initiatives. Break entrenched patterns by using a simple commitment to engage managers to add at least one woman to their teams, as roles arise.

2. Recruitment

More than 500 leaders signed up within six weeks of the launch, with 2,000 pledges to date. There is evidence that the Pledge has already helped shift representation at senior levels, and momentum is now building amongst mid-level managers who make the majority of hiring decisions within the organisation.*from Male Champions of Change Accelerated learning report

“We’ve made progress in improving the representation of women at certain levels – 54% of all employees are women and 39% of all management roles are held by women. In our Australia business, we have 43% women in management.”Mike Smith. ANZ CEO

The plus 1 initiative started at              in 2013

2. Recruitment

0%

20%

40%

60%

80%

100%

38%

55%

90%94% 96%

62%

45%

10%6% 4%

MaleFemale

2. RecruitmentGraduate Programs – A good starting point but NOT ENOUGH

In March 2014, Telstra announced their new initiative to include allowance for flexibility on all of their advertised roles. The motivation of the radical move was to encourage more women back to the workplace and to offer a way of working that took into account the requirements of family life.

Key components:• All new roles to allow flexibility• Shorter working hours during the day• Ability to work from home

Women applicants rose from 28% to 37%Taryna Dunning, GM of Retail Comms and Public Affairs quoted that the initiative helped her to feel as though she hadn’t ‘missed anything important’ from her children’s lives, whilst still thriving on the challenge of the role.

2. RecruitmentChallenge the status quo. Can this role have flexible hours, be part time or work as a job share?

• 16 weeks paid maternity leave• First six months after returning from maternity leave – work only 30 hours a week and earn full-time salary

"We think it's unique in its nature," said Chuck Pol, president of Vodafone Americas. "It gives us an advantage when we're working with female employees, not only in our business today but as we recruit people.”

2. RecruitmentAddress your outdated polices and retain your valued staff 

Agenda

Recruitment

Mindset

Gender Diversity Success3 key elements

1

3

2

Address out dated policies

Showcase examples of flexibility

Celebrate female leaders

Uncover unconscious 

bias

3. MindsetChange the Mindset

Contact 100 Mums to help with:

RECRUITMENT Find women for highly skilled roles Support your plus 1 initiative

MINDSET Access workshops Request a demonstration of the 100 Mums unconscious Bias ELearning module

team@100mums.com.au