sandra felli presentation
Post on 14-Jul-2015
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TRANSCRIPT
We all know ...
• The importance of keeping
women in workforce
• The value of women in
leadership
• The challenges & opportunities
of partnership structure
• Roadblocks to increasing
women in leadership
Here‟s what we‟ll talk about
• The latest facts and figures on women in
leadership
• What Moore Stephens is currently doing
• What we will do to move forward
ASX now requiring reporting
• On numbers of
women in executive
positions
• On objectives and
strategies to increase
numbers
Still not enough women participating• 57% of graduates left
workforce
• May start own
business
• May come back to
work part-time
• Many off the career
track
Why is this an issue?
• Labour Pool – retain
talent
• Market
• Governance
• Bottom line
• “Makes Business
Sense”
Here‟s the „bottom line‟
• Entry level Accountants 37%
• Supervisors 43%
• Managers 30%
• Associates 0%
• Partners 25% (10%)
Reviewed what we were already doing
• Reviewed Processes
• EEO
• Recruitment &
Selection
• Flexibility
• Training opportunities
• Repositioned career
interruption
• Mentoring Program
• Work from home option
• Value of all personality
types - not just „A‟ type
• Personal Development
Programs
• Executive role rotation
Reviewed what we were already doing
Assessed our EEO policies
• Typical EEO policies
• Flexibility to support family
commitments education, health or
retirement commitments
• Open Door Policy
Value of Women Networking Program
• Women need business networks
• MSSW networking events
- Women Golf Days/ Golf
Training Clinic
- Sponsoring Women In Business
Events with Key note women
speakers
- Boardroom Lunches for
executive women
- Local business & industry
networks
- Business network for under 40‟s
Key learnings from review
• Flexibility is implemented on an
ad-hoc or case by case basis
• Vision, Values, Culture and
behaviours not in alignment nor
with EEO
• Networking not understood or
valued
• Without alignment, missing
opportunities to engage and
guide employees and reduce
the possibility of discrimination
We strengthened our Vision ... collaboratively
• A great place to work
• A Leader
• One Firm approach
Employees defined what it meant to them
• A great place to work
• A leader
• One firm approach
• Collaboratively
Of importance to women, the Moore Stephens Vision includes• identifying and mentoring future
leaders
• embracing work/life balance
• encouraging individual & diverse
contribution
• actively contributing to the
community
We recognised what is important -VALUES
to support
our vision
• Community
• Accountability
• Respect
• Excellence
Employees defined what behaviours represent the values.
• Community
• Accountability
• Respect
• Excellence
We measured engagement
• Cultural Survey
• Identified keys to
move forward: gender
/ division / skill level
Bring our culture alive!
• Developing values &
behaviours at leadership
level
• Persistent change
management from the top
down
• Formalise flexibility &
transparency
Bring our culture alive!
- Implement Leadership
Development Program
- Enhance Visibility of
Commitment to gender
parity
Network development
• Ensure importance of
networking
understood
• Network training
• Develop strategy &
consistency
• Identify & address
obstacles
• Equal Opportunity
requires “real”
commitment to change
• We are heading in the
right direction
It‟s a work in progress!
Putting it all together ...
• Despite efforts,
change happens
gradually
• Not about giving up;
about identifying gaps
and barriers and
working smarter
• Whatever you can do, or dream
you can, begin it. Boldness has
genius, power and magic in it.”
• Johann Wolfgang von Goethe
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