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The theme for 2016 for International Women’s Day (IWD) is ‘Pledge for Parity’ with the goal to increase the pace at which we achieve gender parity. According to the World Economic Forum gender parity has drastically slowed. In 2014 the global gender gap report predicted that it would take until 2095 to achieve global gender parity. One year later in 2015, they estimated that the gender gap wouldn't close entirely until 2133.
To promote and celebrate IWD a few of our female leaders speak about what the day means to them and their view of the gender gap in an Australian context.
IWD is an opportunity to raise awareness for woman about opportunities that are available in non-traditional industries and sectors. Until recently I recruited roles across the technical and engineering space, and there is a huge demand for highly skilled female talent in these areas. One of the most satisfying parts of my job is consulting to industry and woman about opportunities in the market which are traditionally male dominated and the value this diversity can offer.
I also see it as valuable in order to keep the momentum going on important topics such as salary disparity and gender-balanced leadership and solutions in this space.
Gender equality is no longer a conversation exclusively between women. Given the majority of those in a position to drive change from a corporate level are male it is important that men are included in the discussion. We know that companies with women board members outperform in return on equity, net income growth and price-to-book value as well as a host of non-financial measures, so it is a commercial discussion as well as a social discussion.
There needs to be a focus on education to promote solutions. According to the IWD website, organisations must ensure women are exposed to strategic operations and functions to gain the experience needed for senior positions, and set measurable targets for appointing women to leadership.
IWD is a great opportunity to celebrate and promote a number of gender issues:
There are some corporations that have made diversity a strategic pillar and are achieving some great outcomes such as ensuring there is a certain percentage of female representation at the executive level. Some of the banks are making really good inroads.
There are also some fantastic events and forums running events targeted to woman. I’m also seeing more organisations running women in leadership forums/groups.
International Women’s Day is a celebration of women and a chance to reflect on not only our own success and achievements but those of our mothers, sisters, friends and colleagues. It is a day to be proud and pass on our gratefulness to the other fabulous women in our lives.
I think diversity is an agenda that is encouraged openly across many of the organisations we support but it is not always achieved. For example, operating in the sales and marketing space – marketing is heavily dominated by females and sales heavily dominated by males.
Whether to help women and girls achieve their ambitions, call for gender-balanced leadership, respect and value difference, develop more inclusive and flexible cultures or root out workplace bias. Each of us can be a leader within our own spheres of influence and commit to take pragmatic action to accelerate gender parity.