The SheEO Blog

7 steps to making money from LinkedIn (and other social media) and MAX your return on investment

Fri, 04 May 2012 07:02:00 GMT

There’s a lot of talk about social media and how we all need to be “connected” for business as well as pleasure, but when I’m asked what I recommend in terms of social media strategy my response is always the same: what is your expected return on investment? That will then drive the level of activity and the platform(s) you choose. For me, my goal is to make $10,000 per month in consulting and speaking business via social networking sites, and I usually achieve it (primarily via LinkedIn). In case you’re thinking about ramping up your social media efforts, here’s a few thought starters on what has worked for me:

Choose your platform wisely. My social media hinges around LinkedIn, which I was an early adopter of and because my target clients are businesses, event planners and gender diversity practitioners in the corporate sphere. These audiences happen to be on LinkedIn. A lot. Some of them are on Facebook, but many aren’t, so it doesn’t make sense for me to put a lot of effort into that. And they’re increasingly on twitter, so I link my twitter and LinkedIn profiles to synchronize updates.
Make your profile work for you. You can start with your CV, but your online profile should be sharp, catchy, BRIEF and targeted to your desired audiences. It should also be relevant to your CURRENT career focus – so while you want to include your work history, don’t go into detail on those areas where you’re not currently attempting to capture market share.
Stand out and be different. Lots of people comment on my LinkedIn tagline – “As the SheEO, I'm obsessed with achieving gender balanced leadership and Australia's thought leader on gender diversity” – which is exactly what I want them to do! They often send me a message like “you’re the first SheEO I’ve met” or “love your passion” or “what a great obsession”. Now chances are you're not a SheEO! But whatever you do, your profile should point out what is unique and different about you, and it should convey your professional value proposition.
Actively look to build your network. To do this you can search and contact former colleagues, study alumni, members of your professional associations or just friends and family. Send invitations, and get involved in their posts. Ask them to “like” or “recommend” you, and do the same for them. Follow Groups/pages/profiles that are a good fit with your target audience. Contribute to discussions that demonstrate your expertise, and attract more followers. Build up brownie points with your followers by giving them your content and expertise, and respecting them as contacts but not necessarily customers (HINT: mass mailing your contacts to directly promote your products and services is generally unappealing in the online world!)
Match your activity with your desired outcomes. If you just want your online profiles to be a simple way to stay connected with your business networks, you obviously won’t need to put in as much effort as I do to generate regular, ongoing revenue. But if revenue is a goal, you'll need to put in some effort. To meet my targets usually involves a weekly blog post, which I link to twitter, LinkedIn and a Facebook business page as updates or posts, usually using Sendible to schedule periodical links to the same article (in case my audience misses it the first time, I give them a couple more chances in the following weeks). I also comment on, or retweet, up to 20 posts from contacts I follow each week, that I consider will be relevant to my followers too. This sharing counts, when it comes to social networks.
Start with one platform, and add others if/when you’re ready. I’m of the view that it’s better to have one solid, active network than several patchy ones and this has certainly worked in my business. So if you’re not using any social media yet, then pick one. Get it right, and then consider whether you add more. I was an early adopter of LinkedIn and have been there since the very early days (there’s currently over 100 million users, and I was the 4,091,343th user to subscribe back in 2005!) So I got this profile active and working for me, before moving on to twitter. Facebook I’ve just started playing with, I’m not on Google+ yet, and I haven’t even looked at Pinterest ! There are other local networks and groups you might subscribe to, like those created by business to capture or encourage your customer engagement. I don’t do much on these, I find that generally the effort doesn’t pay off.
Just get started! Sure, it might seem like a mammoth undertaking but the only way to move forward is to… move forward! If you get stuck, ask for help! Google is your best friend when it comes to the technical questions. And there’s always going to be someone you know who can help you out.

So ... has this prompted any ideas or enthusiasm to get online? Or perhaps you have another tip you can share here?

If this sounds good in theory but you want someone to “help you do it” instead of “telling you how” then let me know – if there’s enough interest I’d be happy to run some tutorials and could do this in Sydney, Melbourne, Adelaide, Brisbane, Perth, Canberra and Kuala Lumpur in the coming weeks and months as I have speaking trips (thanks to LinkedIn!) in each of those cities coming up.

Happy connecting!

Competition, all-girl groups and the case for single-sex schooling

Fri, 04 May 2012 07:01:00 GMT

I've been asked in the past whether single-sex schooling is appropriate in a gender balanced world, and being a co-ed kind of girl myself, I wasn't really sure. So I was interested to read the results of this new study which found robust differences between the competitive choices of girls from single-sex and coed schools. The study showed that adolescent girls were 16 percentage points more likely to enter a maze-solving tournament if they were in an all-female group, according to an experiment by Alison Booth and Patrick Nolen of the University of Essex in the UK and Australian National University.

Moreover, girls from single-sex schools behave more like boys even when randomly assigned to mixed-sex experimental groups. Thus it is untrue that the average female avoids competitive behaviour more than the average male. This suggests that observed gender differences might reflect social learning rather than inherent gender traits.

The study, which also shows that girls from single-sex schools choose to enter tournaments more than girls from coed schools, suggests that a girl's environment plays an important role in explaining whether she chooses to compete.

Access the full findings here.

5 tips (and loads of links) to help you score a seat at the table as Women on Government Boards hits record high of 35.7 per cent

Thu, 26 Apr 2012 06:43:00 GMT

Last week The Hon Julie Collins MP, the Minister for Women, released the latest report on Gender Balance on Australian Government Boards. The report – though it took its time in making it’s way into the public arena – is an update on the progress all the federal Government boards and bodies are making towards the target of 40% female representation that was introduced by the Gillard Government. It shows that at 30 June 2011, the percentage of women on Australian Government boards was at 35.3 per cent – an all time high – and eleven portfolios increased the number of women they appointed to Australian Government boards and bodies. So what can you do to ride the wave onto a Government Board?

1. Are you “board ready”? Before going any further it’s a good idea to determine whether you have the skills, experience and suitability for a government board – the Government has prepeared a good checklist which you can access here.

2. If you believe you’ve got what it takes, you can submit your CV to be considered for future vacancies. You also need to complete an AppointWomen Candidate Details Form which you can download here in PDF or RTF format.

3. You can also target those portfolios with the greatest need for gender balance alignment by visiting their websites and watching out for vacancies. So far only four portfolios have met or exceeded the 40% gender balance target:

Attorney-General’s (50.7% women)
Families, Housing, Community Service and Indigenous Affairs (50.4%)
Immigration and Citizenship (50.0%)
Prime Minister and Cabinet (40.3%)

The remaining portfolios all have a ways to go and so if you have skills in any of these areas, it could be time to be on the hunt for opportunities:

Agriculture, Fisheries and Forestry (36.0% women)
Broadband, Communications and the Digital Economy (35.6%)
Climate Change and Energy Efficiency (33.3%)
Defence (26.9%)
Education, Employment and Workplace Relations (36.9%)
Finance and Deregulation (31.1%)
Foreign Affairs and Trade (36.8%)
Health and Ageing (38.2%)
Human Services (33.3%)
Infrastructure and Transport (28.1%)
Innovation, Industry, Science and Research (24.8%)
Prime Minister and Cabinet (40.3%)
Resources, Energy and Tourism (27.3%)
Sustainability, Environment, Water, Population and Communities (29.5%)
Treasury (27.9%)

(Note: you can download the full report and details on Porftolio composition here)

4. Apart from the Federal boards, there are frequently opportunities on State Government bodies and authorities. Here are some links you can follow to your relevant State vacancy registers:

New South Wales – via Department of Premier & Cabinet
Queensland – via the Department of Premier & Cabinet
South Australia – via sa.gov.au
Tasmania – via the Department of Premier & Cabinet
Victoria – via the Victorian Women’s Register
Western Australia – via the Interested Persons Registry

Note: I was unable to find a centralized service in NT and the ACT – if anyone has suggestions on this I’d love to hear from you!

5. There are other organisations that can help you identify appropriate board vacancies for your skill set, including:

The Australian Institute of Company Directors (subscription fees apply)
Women on Boards (subscription fees apply)
mycareeer.com.au has a board vacancy category
Our Community board matching service – this has a particular emphasis on community and not-for-profit boards

As a final thought, it’s worthwhile considering what you can do to make yourself an attractive target for these Boards. What expertise can you offer and how can you position yourself to be the person they think of when a role becomes available? Of course there are official processes involved in Government Board appointments, but there’s also the opportunity to build a public profile that creates a demand for “Brand You”.

Is this helpful? Do you have any tips you can share? Or even better, if you’ve made your way onto a Government board already I’d love to hear what worked for you!

Hilary Clinton: "We don't have a person to waste, and we certainly don't have a gender to waste"

Thu, 26 Apr 2012 06:32:00 GMT

At last week's National Assembly on Gender Equity & Inclusion in Melbourne I was reminded by Dr Anne Summers of the role Government can and should play in gender equity. As a former adviser to the Prime Minister, Anne Summers knows how to make a point about policy and productivity - and she didn't pull any punches on where she thinks the Government can improve its policies for women and workforce participation. Her reminder that gender equity is a productivity issue was timely, and she suggested we all go away and watch the speech by Hilary Clinton, US Secretary of State, at the APEC Summit last year for an eloquent demonstration on the role of women in strengthening any economy.

This speech by Hilary Clinton is - I think - one of her best. If you haven't seen it, click on this photo to view it online. It's full of stats, studies and facts on the advantages of gender balance in leading our businesses, communities, marketplaces and everything in between.

Your thoughts?

RECOMMENDED: Macquarie University’s Women & Leadership Conference: Inspiration and empowerment 12-13 July 2012, Sydney

Thu, 26 Apr 2012 05:47:00 GMT

I'm planning to attend this year's Macquarie University Women, Management & Work Conference on 12-13 July 2012 - will I see you there? This event event will empower women to take control of their career by building on, and embracing, their full potential to become influential leaders in their field. The theme this year is Inspiration and Empowerment – Creating your future, encouraging women to achieve higher leadership roles throughout Australia.

This two day conference will provide you with practical advice on empowerment, negotiation, social networking, presentation skills, workplace diversity networking, mentoring, and career development. It is considered a key event for women and men who want to drive their own career success and become an influential leader in their field.

Key speakers:

Åse Lunde – Managing Director, Lunde Risk Reduction AB, Sweden
Holly Kramer – Group General Manager, Pacific Brands Workwear Group
Senator Claire Moore – Senator for Queensland, Australian Labor Party
Jenny Morawska – President and CEO, The Morawska Group
Innes Willox, Chief Executive Designate, Australian Industry Group
Rachel Clow – General Manager, Personal Lending, Commonwealth Bank
Robert Rodgers CSM FAHRI – Air Commodore, Director General Personnel, Air Force

Date: 12 – 13 July 2012
Event: Women, Management and Work Conference
Where: Sofitel Sydney Wentworth, 61-101 Phillip St, Sydney

For more information and to book visit www.mm.mq.edu.au/wmwc

Awards: The SheEO recognised in 40 Young Business Leaders List

Thu, 12 Apr 2012 08:45:00 GMT

I am humbled and honoured to be included in the list of 40 Young Business Leaders announced last week by CPA Australia's premier magazine, INTHEBLACK. This recognition is a validation of the need for greater gender balance in our workplaces and communities - work that is clearly needed and that I'm only too happy to chip away with :-)

The judging panel included James Strong, the eminent Australian businessman and Woolworths chairman and John Cahill, CPA Australia President and Chair, and I'm delighted that the critical role of gender balance has been recognised in the Awards process.

Unfortunately though - and I have to say it - only 9 out of the 40 business leaders listed are women. So we have a ways to go here, too. Nonetheless, 22% is better than the female representation on our boards, executive roles and CEO positions...

Click here to view the full list of young business leaders from across the Asia Pacific region.

Women Entrepreneurs: Pitch your way to Silicon Valley! TiE annual pitching comp is on soon!

Thu, 12 Apr 2012 06:29:00 GMT

TiE Sydney's annual Women Entrepreneurs' Pitching Competition on May 1, 2012 is on again with a fantastic prize to Silicon Valley to attend TiEcon on May 18-20, 2012. TiEcon was named among '10 Best Conferences for Ideas and Entrepreneurship' by Worth magazine alongside TED and the World Economic Forum. This a wonderful opportunity for women entrepreneurs to refine and perfect their pitching skills at a Workshop (April 13, 2012) and pitch in front of experienced entrepreneurs and angel investors to win a great prize.

Don't miss this fantastic event! Registration details and more info here.

Have your say: Significance of the gender divide in the financial services industry

Thu, 12 Apr 2012 06:23:00 GMT

Finsia is currently conducting follow up research to its 2010 survey of financial service professionals about their perceptions of the gender divide in the financial services industry, and is calling for volunteers to participate by completing an online survey. This year's survey aims to see whether recent policy initiatives to improve gender equity in the industry have resulted in real cultural change.

If you work in the financial services industry, you can click here to complete the survey.

Female recruiters will penalise beautiful women when reviewing job applicants; while handsome men are favored, says new research

Thu, 12 Apr 2012 06:17:00 GMT

Two economists have released a report that says if a female HR professional receives a resume including a photo from an attractive female applicant, the resume is likely to land in the bin because of jealousy and rivalry. The researchers sent bogus applications to more than 2,500 real job vacancies. For each job, they sent two very similar resumes, one without a photo and one with a photo of either an ‘attractive’ or a ‘plain’ applicant.

The researchers found that while resumes with photos of physically attractive women were far less likely to land an interview than those without a photo, resumes with photos of handsome men were more likely to result in an interview than those who didn’t include a photo.

In this particular study, 93% of the HR staff responsible for hiring were female and the researchers said they tested a range of theories before coming to the conclusion: “Female jealousy of attractive women in the workplace and the negative perception of women (but not men) who include pictures of themselves on their CVs are the primary reasons for the punishment of attractive women.”

Read the full article here at HC Online.

Your thoughts? Have you seen an example of this? I'd love to include some local stories about it in my new book...

Violence Against Women: 1 in 3 Australian women in abusive relationships, 1 woman killed every week by intimate partner. Did you know?

Thu, 12 Apr 2012 06:01:00 GMT

On Tuesday evening I attended a welcome reception for the UN Special Rapporteur on Violence Against Women, Rashida Manjoo (thanks to UN Women Australia for the invitation, and to Allens Arthur Robinson for hosting this important event). It was – to say the least – depressing. To hear Rasheeda's research findings that femicide is on the increase around the world in developed as well as developing countries. And to be reminded that it’s here, in Australia, too. In Australia, 1 in 3 women are in (or have been in) abusive relationships and 1 woman is killed every week by an intimate partner. Did you know?

I sat and listened to the gloomy statistics. To the stories of violated women in USA being told by Police to “go home or go to the church to get someone to mediate – this isn’t a matter for the courts.” Of women in African nations who live with the low level warfare of sexual violence perpetuated by men in their communities. Of Rasheeda’s opinion that violence against women is simply not a mainstream issue for the societies the UN represents. And I believe her.

As I sat there listening to Rasheeda, I thought back to the talk back radio show I heard last week. A woman named Diane rang in. She sounded like a normal, well educated, middle aged woman and spoke with confidence. So much so, the image in my mind's eye was at a complete disconnect with the point of her call: to complain about the suspensions that had been proposed for two Rugby League players guilty of assaulting their girlfriends.

Diane’s argument? That what people do in their private life should be kept separate from their work – and therefore suspending the players for violence against their girlfriends was out of line. Seriously. I listened, stunned, as did the radio host as he tried to get his head around what Diane was saying. And it was clear, she thought that the public profile of these players should be protected from their personal shortcomings and illegal behaviour.

Unbelievable stuff.

Then I thought back to the story of Catherine Smith aired on Australian Story last year. If you’re not familiar, this is a story of violence and domestic abuse that defies belief. Over 20 years Catherine’s husband, Kevin Smith, attempted to murder his wife and had sexually assaulted her on numerous occasions. He also assaulted and terrorized his children, forcing them to flea, leaving their mother behind. These instances were repeatedly reported to Police who did nothing to protect Catherine and her family. And yet when Catherine finally retaliated, she was charged with her husband's attempted murder.

Kevin Smith was a dreadful man. He was obsessive with Catherine. "He had to find her, he had to have her, he had to control her, he had to own her.", said daughter Vickie. Once when Catherine had escaped, Kevin Smith came looking for her. He kidnapped their son Duncan and held him at gunpoint. He went to jail for the kidnapping, but upon release the State refused to intervene and provide protection to Catherine and her family. Catherine took the matter into her own hands, and bought a gun with the intention of killing her husband. But though she could never pull the trigger, she was charged with her husband's attempted murder.

Catherine was acquitted of the attempted murder, and charges were instead laid against her husband. It took three years – unforgivable given the life sentence she had already served - but Kevin Smith was eventually jailed in November last year for 17 years for raping and torturing his wife. A sentence that was 20 years overdue.

These two women – Diane and Catherine – are the extremes of women and violence. The one condoning the violence that men perpetrate against women; the other suffering at its hands. Both voicing their outrage through the media.

Rasheeda is right: this clearly still isn’t a mainstream issue. But it needs to be.

Your thoughts?

Lifting the lid on sexism in football

Wed, 04 Apr 2012 04:38:00 GMT

'While football has spent millions of pounds on campaigns to stamp out racism and homophobia from the game, sexism continues to be tolerated – whether that means thousands of fans chanting "slut" at a TV reporter during a live televised game, female employees being barred from meetings and press briefings or the nation being up in arms at the appointment of a woman to do a "man's job".'

My friend Allastair send me the link to this article - football (or soccer) fans will relate, I'm sure, to what this film talking about and why it's time to shift attitudes about women and sport. After all, we're paying customers of the game too!

Events worth attending in BRISBANE for Women in IT and Women on Boards (or aspiring to be!)

Wed, 04 Apr 2012 04:32:00 GMT

I've received invitations to these events in Brisbane which are guaranteed to be great - pity I can't make it this time but I will be there in August for an event with CPA Australia - stay tuned for the invitations to that one!

The inaugural Women in IT - Ernst & Young ICT City Breakfast Series is being held in Brisbane on Tuesday 8th May with guest speaker Maureen Klinkert, Director of IT Services at the University of the Sunshine Coast. This is a great networking opportunity for women in the telecommunications and technology sectors, and having been involved in the Sydney series for over a year now I can highly recommend the forum and format. Tickets are just $38 or $23 for WIT members - so they will sell out fast! Book online here.

Women On Boards is holding its Learning with Leaders Lunch at The Hilton in Brisbane on 17th May - with a fantastic panel including a CEO, an entrepreneur and a new ASX Director. They have each been asked to speak about their personal leadership journey, the key influencers in their lives and lessons learnt. Find out more and register here. Discounts are available for Women On Boards subscribers.

Do you have an event to recommend? If so I'd love to hear about it - do drop me a line with all the details!

Join the Face It Facebook Campaign: How 7 white male board members is defriending women

Wed, 04 Apr 2012 04:02:00 GMT

Since I wrote in February about the Facebook IPO and complete lack of women on the Facebook board, it seems a lot of others have been standing up and demanding to be heard on the same issue. Women, after all, make up the majority of Facebook users and they're not happy with the all-white-male board put together by Mark Zuckerberg. The response: the Face It Campaign.

The Face It Campaign is encouraging women to sign the petition, join in the conversation on facebook and twitter... and spread the word. I'm doing all of those things becauseas one of the 58% of facebook's users who has the XX chromosome, I demand to be represented!

Why don't you join in too - and help spread the word. Because we're worth it.

Heart disease is the biggest single killer of women. Only by forgetting what we know about men, can we treat women successfully

Wed, 04 Apr 2012 03:39:00 GMT

I came across this fantastic TED talk by Dr Noel Bairey Merz on the single biggest health threat women face: heart disease. Did you know that one out of two women will be impacted by cardio vascular disease in their lifetime and that since 1984 up to four times more women than men have died from heart disease in the USA and around the world?

Heart disease is a woman's disease now - while the mortality line for men has been steadily decreasing because more has been understood about the symptoms men display and how to treat them. These diagnostic and therapeutic strategies were developed in men, by men, and for men in the last 50 years, and it turns out they weren't working for women.

The thing with heart disease is that it kills more women of all ages than breast cancer - due to the success of the breast cancer campaign, breast cancer mortality is down to 4%. But with heart disease, usually the first time it strikes in men and women, there is a 50% chance of death.

In terms of treating women for heart disease, Dr Noel Bairey Merz talks about the Yentl Syndrome which was first hypothesised by a Dr Healy in the 1980s. This theory was based on the role Barbara Streisand portrayed in Yentl, as a woman who wanted to be educated. To have access to education, she had to impersonate a man, in order to have the same rights as a man.

Healy realised that with heart disease, women and men were not being treated the same - because women were dying of heart disease two or three or four times as much as men. She asked if it was a Yentl Syndrome - women were getting different access to treatments than men, because they looked different, and their symptoms looked different.

So as a result of this, for the past 15 years there has been a specific study on women and heart disease - and that's identified that women have very different physiological symptoms and causes of heart attacks. It's only since these differences between men and women have been understood that advances have been made in the mortality rate of women. It's fascinating, check this out:

You know, it seems to me like this is a great example of how when you start looking at the subtle differences between men and women, you get a much, MUCH better outcome.

In the health context, it's saving lives. In the work context, it's keeping women in the workplace, improving their productivity, delivering a better return on society's investment in educating women, and delivering stronger results for business.

Hmmm... food for thought.

So what's your take?

RECOMMENDED: The National Assembly on Gender Equity & Inclusion - in MELBOURNE - 19th April 2012

Thu, 29 Mar 2012 22:49:00 GMT

If gender balance is a priority in your business and you're truly committed to harnessing the full potential of your female talent, you can't afford to miss this event in Melbourne in April. With a star studded line up of speakers and experts - from business leaders to journalists to politicians - this is your chance to hear first hand what is working in organisations that are winning the war for female talent, and learn about best practice strategies, policies and programs that are getting real results.

You can download the full conference brochure here - including the line up of speakers and program.

I'll be at this important event in Melbourne and would love to see you there! (if you are attending, please let me know so that we can arrange to catch up over lunch!)

Women’s rights are human rights: touching tribute as Meryl Streep introduces Hillary Clinton

Thu, 29 Mar 2012 22:37:00 GMT

“It’s not a simple job to be a role model” says Meryl Streep. This is a great tribute and informational piece on how Hillary Clinton has changed the lives of women all over the world – and how her influence on the policies of USA are creating real change in governments all over the world.

Enjoy this one – it’s beautiful.

Can I ask a favour? Please join Women in Focus and comment on my blog there...

Thu, 29 Mar 2012 22:34:00 GMT

Ok this is a bit naughty and certainly against the rules of The SheEO Blog... but I'd love your indulgence in doing me a personal favor... all in the name of a competition, of course! I've joined Women in Focus and started a blog for their New York Fashion Week competition writing about my life on the farm. Could you do me a favor and sign up to Women in Focus and post a comment on my blog here?

It will take just a couple minute of your time - and if you're an animal lover or a fan of the wide open spaces you might even enjoy reading about me drenching sheep or mustering cows or training my donkeys... Thanks in advance - if I win the trip to New York Fashion week I'll bring you back some great stories to share!

Oh, and signing up to Women in Focus is free. Designed by and for women in business, it's a place to be inspired, informed or connected with other business women. Get tips and ideas from successful business women and those building the blocks for success, join discussions, ask questions, share insights, exchange opinions and connect with other members of the community.

Abbott’s nanny plan – can we all just calm down and get clear on the facts?

Thu, 29 Mar 2012 22:27:00 GMT

Ever since Tony Abbott, leader of the Opposition, announced his plan last weekend to consider an extension of the childcare rebate to include in-home carers – or nannies – there’s been a flurry of activity, criticism, misinformation and debate from politicians, journos and the general public. Perhaps it’s time we all took a deep breath and considered the reality of his proposition.

Last year on International Women’s Day I launched a petition – Make Care Fair – to get childcare back onto the political agenda. It came after research I conducted into the impact of childcare on women’s careers – 48% of women said the cost of childcare negatively hit their career but not their partner’s career.

And after almost two years of researching, talking about and reporting on childcare options for Australian families, I know that a lot more. I also know that what Abbott is proposing is exactly what hundreds and thousands of Australians have told me they want (in my earliest research 86% of women said they would give their vote to the party with a better policy on childcare for working families – it’s clearly a hot public issue).

Yet Kate Ellis, Minister for Childcare, has dismissed Abbott’s suggestions as nothing more than middle class welfare, a thought bubble. "I think that when we have a look at nannies we see that they're often chauffeurs, they're often chefs . . . some of them do ironing, some of them do the washing and the household chores," said Ellis on Tuesday. “This new policy is undeveloped and uncosted and will hit hard-working, low-income families who rely on childcare the hardest."

This kind of politicking drives me crazy. Who is it really appealing to? And how does it help families, kids or the productivity of Australia?

I know absolutely - from my research and experience – that there are too many myths and misconceptions about childcare and nannies and the haves and the have-nots. It’s time we set the record straight.

Myth #1: Nannies are for the super-rich. Wrong. I’ve received 2,000 signatures and comments on the Make Care Fair petition and many of the contributors paint a picture of working class families who are struggling – financially, emotionally and logistically. One woman told me she sold the family car to pay for childcare (the bond payment just to SECURE a childcare place is in the thousands of dollars at some centres). Many former defence force personnel said they left work because they couldn’t find childcare to suit their working hours. And hundreds of regular, working class families have commented saying they use nannies and in-home care because it’s the only option given their long commute times, the impossibility of navigating pre-school wait lists or of holding down a full time job when work hours and school hours are at a complete mismatch.

Myth #2: The current system is affordable and works. Wrong. Ask anyone what the greatest obstacle is to getting back to work after kids, and they’ll tell you it’s the availability of quality, affordable care. The waitlists for daycare places are out of control. The number of parents who’ve told me they cannot get places in their local daycare centres is stunning. Unless of course you can actually choose the hours and days that you work – and therefore take an odd random day that might be available – which most of us can’t). Dozens of nurses have told me they couldn’t work – even part time – after having kids because no childcare centres open for shift workers’ hours (and in any case who wants to take their child to an unfamiliar place while they’re doing night shift?) And as to affordability – yes if you’re on the lowest income levels you’ll get government subsidization of your fees. Anyone above the “average” income will pay full tote odds, which means upward of $140 per child per day in major capital cities. No wonder parents tell me that it’s not worth it – financially – for the second parent to work once childcare is factored in. Even when that second parent WANTS to continue her career.

Myth #3: Government knows best. Wrong. Parents know what’s best for their family, always have and always will. Many policy makers say that daycare centres are better for kids than the “unregulated care” that nannies provide. For the record, I’m a fan of the daycare system – which is why I currently spend 3 hours daily driving my son to and from pre-school in the nearest country town. But it doesn’t cover the after business hours requirements of my work – or the times when I’m required to travel – and I know many of you are in the same boat. And for some parents, in-home care is the only option that brings the peace of mind they need to perform well at work. Particularly with very young children who are still building their immunity, and in the early days as parents transition back to work and get used to leaving their little ones. If parents seek more individualized service, in line with their needs, during these times then who’s to say it’s a bad thing?

Myth #4: Childcare support – and nanny rebates – devalue the role of stay at home parents. Rubbish. According to some, Tony Abbott’s suggested review of the childcare system denies parents the choice of staying at home and raising their children themselves. “Why would anyone want to raise their own children if they could hire a nanny to do it for them?” This is just nonsensical. Parents who choose to stay out of the workforce while raising their kids do so for a variety of reasons, mostly personal, and no one is saying they can’t do that. And if others choose to work – and get a fraction of their costs back through the rebate system – well why should it (or would it) influence another parent’s choices. But here’s the thing: working and raising kids are not mutually exclusive. It’s 2012 – not 1950 – and we need to stop judging, take perspective and have faith in the choices we make. Irrespective of what others think, say or do.

Myth #5: Childcare support is just middle class welfare. Read any of the articles on this issue and you’ll always find comments posted along the lines of “parents choose to have kids; why should society pay for it?” Well that depends on what you’re asking society to pay for. A Joint Senate Committee into Childcare in 2006 found that for every $1 the Government spent in this area, they get back $1.86 in revenue from improved participation rates. So it does make financial sense. Limiting childcare support to those on low or no incomes removes an important incentive to get higher earners back into the workforce and contributing to the tax-funded system in the first place. But remember, it’s just an incentive, a token gesture: at present the childcare rebate is 50% of fees paid, to a MAXIMUM amount of $7500 per year. The full amount of childcare fees is not covered – which in the case of a full time place in a childcare centre will be over $30,000 per child per year (from after tax earnings) in our major cities. A nanny costs a lot more and NO ONE is considering for a moment that the full amounts be covered by the tax payer.

I could continue for days on this issue – and I haven’t even touched on the reasons why women would CHOOSE to work after kids (there are many and it’s a separate issue to why we should support that desire on their part).

Really, let’s open our eyes and ears on this issue and consider why so many have said they support Abbott’s suggestion of a complete rethink on childcare. Without doubt, it’s time.

Join Womens Network Australia and get a free DVD copy of The Help

Thu, 08 Mar 2012 03:00:00 GMT

Women's Network is a membership-based organisation that empowers women to reach their full potential in business. With over 15,000 members, it has been educating, guiding and supporting women in their pursuit of success for over two decades, helping them to turn their start up or newly founded businesses into profitable enterprises.

Members of WNA enjoy a balanced range of activities and benefits which are supported by live networking events with free trade tables to promote your business, the ability to publish articles in the Networks's Working Women magazine, loads of online services, educational forums and consulting services. The trade and referrals between Members is one of WNA's most recognised and valued benefits.

I've been a member of Women's Network for years now and can vouch for the sense of community that founder Lynette Palmen has created and the strong business focus that underpins its operations. If you'd like to join, you sign up today and receive a free DVD copy of The Help. And Lynette loves to know where referrals are coming from - and makes a point of telling me whenever one of my referrals signs up - so please put my name (Jen Dalitz) as the referring member on your application form.

Is it time we did away with International Women’s Day?

Thu, 08 Mar 2012 02:36:00 GMT

Women around the world today will be celebrating at morning teas and lunches to mark the occasion of the 101^st International Women’s Day. That’s a good thing, right? Well that depends. If the celebration is to recognise the contribution of women, it’s a good thing. If you want to improve the status quo for women, and mark real change and progress towards gender balance in your workplace, and community, I would argue that a once-a-year celebration does more harm than good, it creates a perception that people care about change without actually doing much.

Here in Australia we know that:

Women outnumber men in our universities and comprise more than half of business, commerce, economics, accounting and law graduates – the feeder disciplines to leadership roles in business and government – and have done for more than 2 decades.
We’ve had a female Prime Minister, Governor General, Governors and Premiers, not to mention Local, State and Federal representatives and ministers
We’ve had legislation that outlaws sexual discrimination for almost 30 years and enhancements in legislation to support women who balance families and careers.

And yet,

Women comprise only 33% of Government boards, 13% of the board directors on our public companies, only 8% of key executive roles, 3% of CEOs, and 2% of company chairs
Despite legislation that mandates flexibility for working parents, 30% of women say their career has been negatively impacted by having children and 24% say its not economically viable to work after paying for childcare
And women continue to work for only 83cents for every dollar their equivalent male counterparts earn

In a former life I worked as a business consultant in a global professional services firm. I’ve managed my share of change management programs and the one thing I know for sure is that change doesn’t happen just because the launch date has arrived. Sustainable change requires ongoing, organisation-wide commitment, day in and day out.

If we are to see an improvement on the economic empowerment of women in Australia, of the representation of women in leadership roles in our workplaces and communities, and in the productivity and engagement of women in our workplaces, more needs to be done every day. Not just today.

So what’s the alternative to a day of global recognition? It has to be a world of constant recognition of the role that women play, and the rights of women who comprise 51% of the world's population.

Every single woman needs to become an everyday activist for the rights of women to enjoy equal pay, equal career opportunities and equal access to board and leadership positions. As Wendy McCarthy AO has said - and done - you can make activism a part of your every day life. So ask for a payrise. Ask what your peers are being paid. Demand flexible work arrangements, under the Fair Work Act. Speak out in meetings. Start a petition. Say what’s on your mind – out loud! Just do it, no more apathy, no more holding back.

Almost every single company CEO and Chairman needs to appoint more women to their leadership teams and boards. How much is enough? If you’ve reached 50 percent, this won’t be your number one priority. But otherwise, just do it. If you’re one of the 87 Chairman of ASX200 companies that has no women on your board – make it the next thing you do. And don’t say you can’t find the women – they are out there! Women on Boards has a database of over 13,000 women, many of whom are qualified, educated and experienced and just looking for the right opportunity. The Premier’s office in almost every State has a similar database. Blogs like this one have a following of senior and experienced businesswomen in the tens of thousands. LinkedIn groups like Executive Women Australia has over 5,000 members that regularly discuss the barriers they face in their senior roles and appointments. The women aren’t hiding – we’re here and we’re up for it. We just need the chance.

In your business, you must create a culture in which everyone feels equally valued, regardless of their gender, the hours they work or the role that they hold. Ask yourself: when I’m allocating the salaries and bonuses in my team, do I reward part timers proportionately with full timers? Are there career paths for everyone? Do I pay people equally, for performing equivalent roles with equivalent skills?

And the media has a role to play. Too often women are left out of important public debate. Too often men are cast as the experts, the opinion makers, the ones who have a voice. Well that need not be the case. Women for Media is a new initiative launched today aimed at increasing the voice of women in Australian media. A free resource for journalists seeking expert comment on Australian business, finance and social issues, journos can now use the Women for Media website to find a source, access their details or send an automated interview request.

In this interview for the Australian School of Business, I’ve pointed out that there’s no silver bullet for creating gender balance in our workplaces. It’s a hard slog, and got to be a year round effort.

So yes – International Women’s Day is a great way to recognise the contribution that women all around you are making. So do it, for sure. But don’t let this be all that you do this year to create a world of gender balance around you.

Your thoughts?

Half The Sky - IWD celebration of women and music in Melbourne 8th March

Fri, 02 Mar 2012 02:50:00 GMT

If you're in Melbourne, here's an event you'll love! The 2012 International Women’s Day concert Half the Sky will be a classy cabaret-style night with a high-voltage line-up of vocal, cabaret and comedy artists - including Rachel Berger, Deborah Conway & Willy Zygier, Vika & Linda Bull, Batalie Pa'apa'a, Tina Del Twist, Flap!, The Sunshine Sisters and Briony Mackenzie... All proceeds from Half the Sky go to International Women’s Development Agency’s work with women across Asia and the Pacific.

Date: Thursday 8th March, 2012
Time: Doors Open at 7.00pm, Concert 8.00pm – 10.30pm
Venue: Forum Theatre, 154 Flinders Street, Melbourne

Click here to secure your tickets.

Tickets from $40 each.

Celebrate with Women in Focus - International Women's Day lunch in Sydney - 9th March

Fri, 02 Mar 2012 02:35:00 GMT

Our friends at Women in Focus are hosting a special event to celebrate the 101st International Women’s Day in Sydney on 9th March - with all ticket proceeds going to the Sydney Women's Fund. A panel of speakers - including Catherine Burn, Deputy Commissioner, New South Wales Police Force and Telstra Business Woman of the Year 2011; Kalinda Griffiths, Indigenous Health Researcher and NT Young Australian of the Year 2011; and Ronni Kahn, CEO, OZHarvest will discuss what we can do to empower women in our most vulnerable sectors to fulfil their potential both economically and socially, and Sandra Sully will MC.

Date & Time: 12:00-2:00pm, Friday 9 March 2012
Venue: Commonwealth Bank – Level 19, 201 Sussex St, Sydney

Tickets: $80 - all proceeds go to the Sydney Women’s Fund

I'll be there - if you'd like to join me, please click here to register.

Recognising mums of another stolen generation - Senate Committee releases Forced Adoption recommendations

Fri, 02 Mar 2012 00:36:00 GMT

Did you catch this week's Four Corners program on the forced adoption practices in Australia? (If you missed it, you can watch it on iView here - it's absolutely brilliant journalism by the FourCorners team.) The program covered the policies and practices relating to forced adoption in Australia and the tragic human impact of five decades of soul-destroying interventions of government and adoption agencies (read here: the churches). I admit to having a very sleepless night after watching it.

In case after case, mothers revealed stories of lives and dreams shattered as babies were taken from them at birth, of the life sentences they have carried, and of the loss and guilt they've been burdened with. Why? Because our society deemed them unfit, unworthy and shameful for an act that was simply unforgivable at the time: falling pregnant outside of wedlock.

The stories of women coerced into signing adoption papers, often under the influence of sedatives administered to induce compliance; of families implicit in the heartless practices, sending their young daughters "away" to convents and homes during their confinement; of case workers trained to convince women they were incapable of giving their children a "good life"; of hospital staff who facilitated the trauma.

These young mums were convinced by everyone around them that they were the source of unforgivable shame; yet what happened to them is one of the most shameful chapters of Australia's young history.

As a mother I found it incomprehensible that other mums were considered incapable of looking after their babies, purely because they weren't married. That these mums were forbidden from seeing and holding their new babies before they were taken from them is galling. Of course there was a bond that could never be broken, even if these mums were never to see their children grow. Notwithstanding the love that most adopting parents shower on their babies, when you create another living being you give a part of yourself to them forever and I really get this. So as I watched the program I held my young son, asleep next to me, and sobbed silently.

On Wednesday the Senate committee investigating forced adoption practices released it's findings and recommendations, core of which is the need for a formal public apology and funding for support groups for those affected by these practices.

So why does this matter in 2012? With so much water under the bridge, can't we just move on? Does it really matter what happened all that time ago? The answer is absolutely yes - it matters a lot. It matters because these practices reflect society's views at the time of women, our role, our rights and our responsibilities - or lack thereof. And there's a part of that still in the our socity's attitudes toward women today.

We need to reflect on what happened in the past, so that we can understand where Australian women have come from, the burden of past practices, and the pain that endures long after the act.

If you or someone close to you was involved in a forced adoption, my thoughts and feelings are with you. May you experience love, compassion and empathy as a result of the Senate Report, and may you heal in time and be at peace with yourself. I cannot imagine the pain you've endured, but I can imagine a world that supports your healing.

Telstra Business Awards - nominate your own business or one that you admire

Fri, 02 Mar 2012 20:58:00 GMT

Two years ago my business sphinxx was a finalist in the Telstra Business Awards and it was an experience that I'll always remember. The process of being involved with an elite group of business operators; the reflection on my own business and its future direction (I changed path significantly after the awards); and just being part of the alumni community are all part of the reward. So if you are running your own business, or know someone who is kicking goals in theirs, why not nominate them now for the 2012 Telstra Business Awards?

The nomination process is really simple - just click here, enter a few simple details, and you're done. In fact while I was typing up this blog, I logged a nomination in just 30 seconds. Easy peasy!!

So go on... what are you waiting for? Let's make sure that plenty of women are in the running this year!

Who wants to be the Prime Minister? And who'd want to be the second female PM?

Fri, 02 Mar 2012 20:59:00 GMT

A lot can happen in a week! Although it seems like much more than a week has passed since Kevin Rudd arrived back in Australia after his abrupt resignation as Foreign Affairs Minister to announce his intention to run again for the top job. Apart from all the rain and flood warnings (I'm ready to trade the farm ute for an inflatable after more rain in one day that we have in a month!), we've had to endure a downpouring of media reports and speculation on the Labor leadership challenge, victory by Prime Minister Gillard, the cabinet reshuffle with Bob Carr's appointment as Foreign Affairs Minister, etc etc etc

Which got me thinking... who'd want to be Prime Minister? And more to the point, as Anne Summers so eloquently put it, who'd want to be Australia's second female PM? One of Australia's pre-eminent authors and feminists, Summers is well placed to comment on the public perception of our Prime Minister and why we tend to obsess about "her hair, her clothes, her make-up, her voice".

Let's see what the media have to say now about Julia Gillard's cabinet appointments (or rather, the Bob Carr appointment, since that's probably all we'll hear about...)

That is, if there's anyone still listening....

Your thoughts?

Would you like Wineselectors Offer: Receive four FREE crystal wine glasses worth $60 when you order

Fri, 02 Mar 2012 20:57:00 GMT

Despite the flood chaos at the farm this week, there is light at the end of the tunnel for my weekend. Because my favorite delivery has arrived: my WineSelectors box! What started out as a simple airport romance... I was on a work trip, waiting for a delayed flight and I saw the wine sampler just outside my departure gate... has turned into an enduring love affair! Why?

There's a few good reasons:

1. They deliver to my door - which is no mean feat when you live on a farm where mail is delivered only 3 times a week and all the letterboxes are in a row at the start of our laneway (ok well they don't deliver the wine to my door, but the calling card tells me when to go to the post office!)

2. They have good wine. Unlike the other wine clubs I've tried in the past, you don't just get the bulk order mass marketed wines. You get lots of boutique varieties from different regions, like the WA and SA regions I love the most, along with a gorgeous magazine that all my visitors love reading.

3. They look after my friends and family with special offers when they order - which my sisters in particular thought was fantastic :-) This month, for example, you get four free European crystal wine glasses from Schott Zwiesel valued at $60.

4. I get a gift too when I refer friends - which isn't why I refer people, but is nice to be recognised. Especially for women, because we're good at referring products that we really like and use.

5. You can cancel at any time, without penalty or obligation. Which I like the idea of (and which I think is one of the reasons why the quality remains so good!)

6. They have other special offers and discounts available via the WineSelectors website that you can access once you're a member. Great for if you're planning a special event or function.

So if you've been thinking of joining a wine club - or you have a special event coming up that you need to cater for - I can definitely recommend WineSelectors and their delivery service. No obligation of course, it's just a service I know and love, and thought you might too...

Is there another service you love and would recommend? Why not share the details here on the blog...

Why Your Next (Tech) Board Member Should Be A Woman

Wed, 22 Feb 2012 20:42:00 GMT

Good questions have been asked lately of tech companies without gender diversity on their boards of directors. While women comprise 51% of the population, they make up only 15.7% of Fortune 500 boards of directors, less than 10% of California tech company boards, and 9.1% of Silicon Valley boards.

Why add a 30-something female to a male board with an average age of 58? Mike Maroone, AutoNation’s President and COO explained, “We looked at our board [and realized] it’s male dominated, while women make over 50% of the purchasing decisions in our business. And, the travel, music and news industries have been transformed by digital. We’re trying to transform the auto business and connect with the thinking of the digital generation, and we need this level of insight at the board level.”

Read the Tech Crunch article here

Friday Freebie: Win a double pass to We Will Rock You - Tribute to Queen - Sydney 2nd March

Sun, 26 Feb 2012 22:16:00 GMT

If you're a Queen fan then get in quick for this one... I have one double pass on offer to this event after work next Friday 2nd March - valued at $138.

Not sure if you've been to the Taronga Zoo twilight concerts before, but it's a very relaxed affair - perfect for meeting new friends with the Harbor as the backdrop - and I'd love you to join me.

Bring a friend, bring your picnic basket, bring your singing voice and dancing shoes...

The winner will be drawn on Monday 27th Feb - to be in the running simply contact me before then!

Women make better leaders in turbulent times: true or false?

Wed, 22 Feb 2012 11:15:00 GMT

New evidence suggests that women may be better than their male counterparts in improving employee morale, motivation and performance – crucial factors that can enhance chances of organizations survival in turbulent times - according to Shabeer Ahmad on ChiefExecutive.net

Ahmad says that during turbulent times, "a management style that is more characteristic of women leaders really produces positive results", and that this is because:

Collaboration becomes vital if the organization is to capture all ideas and opinions to ensure that the best possible course is taken. Women consult more with their peers and teams than men.
Showing empathy when people are distraught will provide stability in the workplace. Women are better at expressing empathy than men.
Similarly, responding to people’s emotional needs will ensure that they continue to perform under pressure – and women are much better at using emotions in a positive way.
Women also tend to reduce or avoid hierarchical layers and to short-circuit communication channels, and this leads to improved trust and better communication.
Being less aggressive will ensure that risk is reduced. Women take fewer risks than men so the organization’s chances of survival are higher.

What's your take: true or false?

Women on Boards announces new "traffic light index" of progress on gender diversity on ASX200

Wed, 22 Feb 2012 05:28:00 GMT

A new report out today from Women on Boards has found that 36% of top ASX200 companies surveyed have made no progress towards Australia's ASX corporate governance guidelines on gender diversity. A total of 82 companies from the ASX200 were surveyed to evaluate their response to the guidelines and progress in achieving a gender diverse workplace. Key findings included:

Companies in the ASX100 are working harder on diversity than those in the ASX101 to ASX200 (called the ASX200
The banks are leading the way in Australia, with the big four getting a green light, and Suncorp-Metway and Bendigo and Adelaide Bank close behind with the top level amber rating of 2.3.
Other sectors doing well include diversified financials, telecommunications, transportation and insurance.
Real estate, food, beverage and tobacco are making progress as are some in the energy sector although only three (AGL, Caltex and Origin) scored above 2.1.
Commercial and professional services, consumer services and the big retailers Myer and David Jones rated poorly
The materials sector is very much in the red zone when it comes to diversity with the exception of the two big miners, BHP and Rio Tinto, and OZ Minerals.
There was little correlation between the numbers of female directors of a company and its overall rating.

The full survey results can be downloaded here from the Women on Boards website.

Women, work and leadership – will history repeat itself?

Thu, 16 Feb 2012 23:18:00 GMT

Thanks to those of you who commented on my post last week about Facebook shunning women on its board (and this follow up post), and my boycott request. This comment from Katie I think is worth discussing, because it’s possibly been on your mind too: “I like the idea in isolation, but in the bigger context... Not sure I get it... So will you also close down your bank accounts and associations with any other organisations who don't have women on their boards? Facebook appears to be your target because it is relatively easy. Interested in your thoughts.”

It’s a great point, Katie, and my response is an emphatic YES!! That is actually precisely what I’ve been advocating for over the past five years since I began this blog. And now, more than ever, there’s never been a better time for women to vote with their feet and their purse strings.

As a consumer, I question the logic of a company that fails to include representation on its board from its majority of users: women. Recent research by Macquarie Bank shows that 74% of women make or share all of the financial decision-making in Australian households. If a business wants to tap into this 74% of buyers, it needs to really know them well. Not just a little bit. Not just in passing. But really know them, their behaviours, their habits, what they like and dislike, how they’re likely to respond…

I believe that’s one of the reasons that companies with more women on their boards have a return on shareholders equity up to 44% higher – because they are tapping into their customers more effectively.

The Facebook example to me was worth singling out: not because it’s an easy target (actually I think the opposite is true – who can argue that Facebook hasn’t been successful? Yet who’s to say it couldn’t be a better organisation if it had more diversity in its strategic thinking?) But to me, Facebook is a perfect example of why it is wrong to assume that the future will be different for women in leadership simply because GenY will demand more.

We all know that a major barrier to progression for women in established business is the history: that most organisations were created by men, for the men who worked there, and women have had to find a way to fit into this model.

Yet the assumption that Gen Y will likely provide “the sea change we’ve hoped for” I think is flawed, and Facebook is living proof that nothing will change the gender imbalance in leadership without conscious change. If we don't consiously seek change, then I think that women are at a serious danger of history repeating itself.

There’s also an equity issue here: do you want to support businesses that aren’t giving women the same opportunities as men? For me, that is important and so – yes Katie – I would close my bank accounts if the organisations I currently bank with decided to remove women from their Boards. I hope that you would too.

I’ve put out the call to action before to understand which companies you have an interest in (directly or via your super funds), to boycott those companies with no women on their boards, to attend AGMs and ask the question “where are the women”. And generally to expect gender balance for all the advantages it delivers.

My guess is that women don’t understand just how much power they hold, how much opportunity they have to drive change.

The question is, are you prepared to do something with it?

Your thoughts?

We're at it again... JOIN ME for NETWORKING WITH A TWIST! With Queen Tribute on Sydney Harbor - 2nd March

Mon, 13 Feb 2012 22:34:00 GMT

Hot off the back of our Bjorn Again ABBA TRIBUTE NIGHT, we're mixing business with pleasure again with another fun networking opportunity. This time it's a tribute to Queen, at the Twilight Concert at Taronga Zoo series on Friday 2nd March at 7pm. I've organised another group booking so if you missed out last time, get in quick and book here.

What could be better? A fun get together, a chance to share some news, make new friends and just enjoy a fun night out on Sydney Harbour. Bring a picnic basket and blanket - or buy your food and wine there.

There's only 16 tickets available... so book now if you're up for a bit of Killer Queen, Bohemian Rhapsody... who knows you might even find Somebody To Love right there!!

Happy Valentines Day :-) sending you roses and cupid and definitely no Facebook hearts

Mon, 13 Feb 2012 22:32:00 GMT

Ahhhh... The roses... The romance... Whether you love it or hate it, Valentines Day is upon us again. I love this day, not because I've been a serial recipient of the roses kind (though I nearly fell over last night when my man arrived home with the goods - in advance of a work trip today - unbelievable!!) - but it's the acts of love I see around me that make me smile :-)

To be clear, I've received roses on Valentine's Day 4 times now in my almost 40 years. So it's not an expectation. But thinking back to my city days, I loved walking the streets at lunchtime on Valentines Day, seeing the blokes carrying flowers for their girls... seeing the girls wide eyed and broad smile carrying their booty. The sparkle in their eyes of having something to take back to the office and onto their desk. Ahhhh... that's sweet!

Now if that's really not your cup of tea, not to worry I'm sending some good wishes and love anyway. And of course a red rose... to everyone except Facebook of course, who I am boycotting today for their boycott of women on their board... In that, I ask you to join me... otherwise today it's each to their own...

Seen a job ad like this one lately? Might not work for some of you...

Fri, 10 Feb 2012 05:22:00 GMT

My LinkedIn buddy Connie is always sending me thought starters for the day... and I couldn't help but share this one. Have you come across a job ad like this one lately?

(Click on the image for a full-size view)

So is it just me... or is there something wrong with this picture??

Q: I was also hoping you might have some advice on how to return to work and put children in care?

Fri, 10 Feb 2012 04:58:00 GMT

Q: I was also hoping you might advise how best to approach what is a bad situation - how do you suggest parents proceed when it comes time to return to work and put their child/ren in care? I realise there's no magic bullet but some good advice would help balance the depressing reality! Thanks, Karen

A: Ahhhh… yes well there are a few issues here Karen to be aware of:

finding childcare that you’ll be happy with
finding a job/employer that will take you after a significant career break or time out of the workforce
getting the stars and the planets to align so that you can syncronise points 1 and 2 above.

So the dilemma is that it’s incredibly difficult to commit to a preschool or early learning centre place that will cost you upwards of $120 per day per child until you’ve got a job lined up… and of course you won’t be able to start a job until you get your childcare sorted. Classic Catch22.

The alternate is to go down the nanny route… even as an interim arrangement... though I chose not to because I preferred the structure and multi-staff team at centre and was able to juggle days to meet availability (I have over the past 6 months started using Au Pairs though to help with drop offs, errands, babysitting etc and that works really well)

I’m sure there will be some clever tips on this from readers – but in the meantime this is what I did…

I went to the CareForKids website and found all the local centres in my area that had vacancies, and that had programs that met my needs (this is pretty easy to determine – just check their accreditation details).

I then went on a tour of duty, visiting all the centres and checking out what the staff were like (you’ll get a gut feel right away on which centres you will feel happy with, where you can leave your children to be safe, have fun, learn and make friends – all the things we love about our jobs apply to our kids too while we’re at work)

Then comes the hard bit… they won’t all have vacancies so you’ll have to go on wait lists which can involve paying application fees for the privilige. I decided to just bite the bullet and pay a waitlist fee for my preferred centre; and then I took a spot at my second choice in the meantime.

Then I declared this would be a positive experience for us all, and I started organising work. By the way it was a huge weight off my shoulders once I met and got to know the carers at my son's early learning centre, they adored him and I adored them for it :-)...

Now… if you have your own business, or a flexible job to go back to, you are in the box seat in terms of fitting in with the days the centre has available, versus the days you want to work.

If on the other hand you’re applying for a new job, well… good luck!

I’m sorry to say that in my experience, parents returning to work are just not the first choice for recruiters. Not really the second or third choice actually. So you’ll be pushing up hill.

Why do I say this?

Last year, after my son had turned 2 years old, I had an idea that maybe a return to the corporate world was in order. Being in frequent contact with a few recruiters that I send candidates to, I decided to put the word out that if a good opportunity came along I’d be up for it…

Within the space of days I had a number of interviews lined up, mostly in financial services which is my background, all involving senior management or executive level roles. The first interviews (with very senior exec and direct report) went pretty well; second interviews (with peers to the role), less so.

“What have you been doing during your time off?” they start (building a blog with 68,000+ page views per month, winning awards in my own business, running a farm, raising my son.....)

“Why would you be prepared to take on this role with all the experience you’ve had – it's more junior and doesn’t pay as much as your last role?” (yes, according to the recruiters I’d have to halve my last paycheck to get back on the treadmill – and take a lesser role - which I was prepared to do, I said, because I’m sure I can make up for lost time pretty quickly…)

“So how old is your son then?” (ok so here we go down the mummy track again….) And the conversation stops soon after that.

For one position, I had 2 interviews, then never heard back with a yes or a no (it obviously wasn’t a yes so I didn’t pursue the paid employment idea any further, but there you go…)

By this stage I decided not to go to any more interviews, it was clearly a waste of time or it at least felt that way... And I'm sure this happens to many women. But don't let that stop you!!

For a few tips on finding an employer that values parents, perhaps try:

starting with the EOWA employer of choice citations
asking in interviews for examples of people you will work with who work flexibly
is there an onsite childcare centre? Or vacation care program?
enquiring whether you can buy extra days of leave to help with school holiday coverage?
asking how the team celebrate milestones? (if its at the pub on Friday night you’re probably going to struggle to fit in…) and
try meeting with potential team members at their desk to see if photos or other symbols are present as an indication that kids are not a career impediment?

Look, it's just not as easy as applying for a when you have no caring responsibilities because the employer knows - quite rightly - that they'll be playing second fiddle on occasions if your child is sick, at special events, on school holidays etc.

Sure, there are some enlightened employers who don't mind this... I just say "good luck" in finding them!

Good luck with it!!

Your thoughts? Has something worked for you? Any tips to share?

Screenings of The Artist supporting women in our region - in Adelaide, Melbourne, Sydney and Canberra

Fri, 10 Feb 2012 01:56:00 GMT

If you've been holding out to see the acclaimed movie The Artist - the silent movie that has everyone talking - then here's your chance to do just that and do some good at the same time. International Women's Development Agency is holding screenings next week in Sydney, Melbourne, Canberra and Adelaide - but be quick - tickets are limited so book now before you miss out.

Here's the trailer in case you're wondering what all the fuss is about (I hear that the dog steals the show!!)

The Australia Day Honors, why enough women aren't recognised and what you can do about it

Fri, 10 Feb 2012 01:40:00 GMT

This opinion piece by Carol Schwartz published this week in The Age highlights some important differences in recognition of men and women in our communities: "As in previous years, fewer than a third of the names on the Australia Day honours list are women. As in previous years, women are given more awards in the lowest grades than in the higher...." and

"It's also notable that the areas of Australian life where women are dominant are almost completely missing from the awards. If we turn our minds to people who do good for others, just about the first images that come to mind would be nurses and teachers. Both professions are weighted towards women. Yet nursing gets a bare four mentions in the Australia Day honours list, while teaching gets three (all of them in the field of teaching the arts rather than firing the imaginations of 20 unruly schoolchildren desperate for recess). There's one therapist on the list. There are no social workers. It would be easy for a foreigner to come away with the impression that Australia had more professional sportspeople than care workers."

(you can read the full article here and I've written before here about how you can nominate)

So what is it about the roles that women historically play? Why don't we recognise that contribution more? And value it?

Or do we?

I'd love to hear your thoughts on this...

A pictorial reminder of just how amazing women are... and a challenge to remember what you are capable of...

Fri, 10 Feb 2012 01:10:00 GMT

So I woke up this morning with Master 3 in the bed and my NiceGuy beagle too (ok, I know Wendy Harmer says I shouldn't let dogs sleep in my bed, and every parenting expert says I shouldn't let my son sleep in my bed, and anyone else would say the two together is out of the question... but with these two, old habits die hard...)

... anyhow my smile at the serenity of my sleeping boys soon fades away as I'm confronted by this image on on my favorite iPad app:

Does this sort of story shock you? It does me. Can you imagine being the mother of 3-month-old Khan Mohammad who froze to death in this Kabul refugee camp? I just can't imagine what keeps these women going...

Then I remember that I'm frequently amazed at the strength of the women I come across, even those who don't see themselves as doing anything out of the ordinary but who somehow managed to achieve amazing things. Like Nobel Peace prize winners... any even more ordinary women like our sisters and colleagues and friends and bosses...

And then I go to my email inbox and I see a message from my friend Robyn Henderson who I'm sure you all know as the networking guru, and her message to me is this:

Women Are Amazing

I know that you know that women are indeed amazing, and we're strong and capable and can be anything or anyone we choose to be... and I also know we need the occasional reminder...

So I hope that wherever you are reading this today, you will take a moment to realise how amazing and fortunate you are and remember what you are capable of achieving in your own right...

And maybe share your thoughts here on the blog about an amazing woman that you know...

UPDATE: Facebook Boycott gathers steam - show where your heart lies this Valentines Day

Fri, 10 Feb 2012 00:10:00 GMT

Thanks to everyone who posted comments on my blog about Boycotting Facebook this Valentines Day, and for all the Twitter messages and votes of support (just to recap this is a PROTEST that the Facebook board has ZERO women even though 58% of its users are women). So I am taking on all your good advice and I hear what you say when you tell me to fight Facebook's shunning of women on their board with... what else but Facebook?

As I write this I'm just trying to figure out how to set up a Facebook page that won't result in all my family getting "tagged" and an overwhelming number of new "friends" that I never knew I had (the very reason I closed my Facebook profile over a year ago...)

So if anyone has any hints or tips on this, please let me know... otherwise bear with me and I'll be back in touch soon!

Would you like me to speak at your International Women's Day event?

Tue, 07 Feb 2012 06:31:00 GMT

It's just around the corner again: International Women's Day is almost upon us again for 2012! If you are organising an International Women's Day event and would like to add me to your speaker lineup, please contact my office so that we can make arrangements while I still have some availability.

If you book me you'll be getting a provocative, data rich, well researched and completely tailored presentation to hit on the key points that your business leaders need to know about engaging women effectively in your workplace... or just a bit of inspiration, fun-filled and effective career advice for your women.

I can talk about starting and building a business - or three!, my role as a Chairman and Director, building a blog to over 50,000 page views per month, finding and keeping the best women on your team, the challenges and opportunities for women and business in 2012, or shed some light on the unwritten ground rules that women need to know when climbing the corporate ladder...

Like more information? Drop me a line, I'd love to join in your celebrations!

Let’s boycott Facebook this Valentines Day! Facebook shuns women on its Board

Tue, 07 Feb 2012 06:09:00 GMT

Do you heart Facebook? Many women do it seems – with 58 per cent of its users being women. That’s no small number when you consider the 800million users on Facebook.

Apparently women spend more time than men making status and profile updates and commenting on others’ posts (I know that’s certainly true of my two sisters and their daughters!!)… and women are running businesses, generating advertising revenue and sharing information on Facebook every second of every minute of every day…

But does Facebook heart women?

Not if its Board of Directors is anything to go by. In the lead up to its IPO, which will raise an initial $5bn in capital, there’s one glaring omission on its board: women.

There is not one single woman on the Facebook board. Not one. None.

For this, Facebook CEO Mark Zuckerberg receives my Ass Of The Week Award.

But seriously, what is Facebook thinking? Or isn’t it’s all-male, investor-community board thinking at all?

In a letter submitted with the IPO filing, Zuckerberg said that the company’s goal is ” to give everyone a voice and to help transform society for the future.” One wonders how it can do this without engaging with women, and including women on the board??

When it becomes a public company, with the reporting and performance scrutiny that brings, you’d think a gender balanced board would be top of Facebook’s pre-listing prerequisites. Especially given the Catalyst research findings that Fortune 500 companies with three or more female directors outperformed those with fewer between 2005 and 2009 with on average 43 percent better return on equity.

This oversight, if that's what it is, is unusual for a company that see itself as a visionary. In fact it shows some archaic thinking on the part of the Board.

Only 11.3 percent of Fortune 500 companies don't have a woman on their board. And why didn’t Sheryl Sandberg, Facebook’s COO and advocate for women in leadership, make it onto the board? Apart from being Facebook’s highest paid executive, she’s also a Director of Walt Disney Co – a USD75billion company – and recent Co-Chair at Davos, and you’d think she’d have been a good candidate for the Facebook board too.

But Sandberg aside, if Facebook wants women to like it, it needs to show how much it values women, all the way from the top down.

This is bad news. I’m disappointed and – on behalf of its 464 million female users – I expected more. If you do too then I suggest you boycott Facebook this Valentines Day and take your love offline…

I’d lead the charge myself but I’ve already closed my Facebook account…

Your thoughts?

Would you like to see Tony Abbott as PM? Why do majority of women polled say "no thanks"?

Thu, 02 Feb 2012 07:23:00 GMT

I don't usually write about politics... but I'm fascinated by the NewsPoll opinion results that confirm women are still not warming to Tony Abbott. More than that, their satisfaction with him as opposition leader is in decline, and 42% of women prefer the idea of Julia Gillard as Prime Minister rather than Mr Rabbit (as the PM refers to him)....

Now I know that in Australia we don't directly elect a PM... But what is it about Tony Abbott? His views on abortion? His stay at home wife? His faith? Or, as has been suggested at The Hoopla, do we just have a bit of a crush on Malcolm?

Do you have a view? Or am I just opening up a whole Pandora's Box that's better well left alone?

Social and community services workers receive payrise under equal pay order by Fair Work Australia

Thu, 02 Feb 2012 07:16:00 GMT

In a landmark case for closing the gender pay gap, the Full Bench of Fair Work Australia yesterday agreed to make an equal remuneration order under section 302 of the Fair Work Act 2009 (Cth). What this effectively means is that there will be an increase of up to 41% in the Award pay rates for employees in the social and community services industry – roles predominantly held by women – as compared with other public servant roles.

This follows an earlier decision in these proceedings, in May 2011, where the Full Bench found that “for employees in the social and community services industry there is not equal remuneration for men and women workers for work of equal or comparable value by comparison with workers in state and local government” (the latter being held to be appropriate comparitors for the purpose of the application).

It also found that gender had “been important in creating the gap between pay in the industry and pay in comparable state and local government employment.”

This ruling is important because – as I’ve said before here and here and here – there is more to equal pay than meets the eye. While the order will apply to both men and women, the truth is most community workers and social services workers are women. Women who have the unique skills required to care for the most vulnerable and at risk members of our community; but who also have demonstrated a historical inability to succeed at the bargaining table.

Workers in this industry have shown that they’re better at caring for others than themselves, when it comes to their pay and rights.

This inability to bargain was acknowledged in the order yesterday and is specifically addressed in terms of the remediation it affords. And I think it’s further evidence that the biggest cause of the pay gap is the mindset of leaders who’s judgment determines who gets paid what.

These decision makers – by reference to the gender mix (or lack thereof) of board and executive roles – are mostly men, with typical commercial or professional backgrounds, who value certain skill sets and roles more than others.

It’s a convenient truth for these decision makers that the jobs men more naturally gravitate towards (like finance, professional and sales roles) are paid more on average than roles that many women are often attracted to (like marketing, HR, customer service and, of course, community services).

It would follow that The Powers That Be think the roles they’ve taken on the way to the top must be more complex and worthy of being paid more than those that provide crisis care, vital community support and social services to our fellow humans most in need. I don’t know about you, but to me this is flawed logic.

It seems to me that this ruling is a good step forward to righting a number of wrongs, when it comes to equal pay.

I wonder whether other predominantly-female roles like nursing and teaching will follow suit with similar actions – though I don’t know enough about these sectors to know whether they have a case?

Either way, there’s certainly change in the wind… change that is long overdue, but for some will be well worth the wai.

Your thoughts?

Davos ponders quotas to increase female participation, while fewer than one in five participants this year were women

Thu, 02 Feb 2012 06:38:00 GMT

I received this article from Carol Schwartz of the Women’s Leadership Institute of Australia… So it turns out only 17% of Davos participants this year were women, despite a new quota system demanding that the largest members send one woman for every four men.

According to Saadia Zahidi, the WEF's head of constituents who is spearheading the gender programme, it’s an "external glass ceiling" that drives the mostly-male participation at Davos.

Roger Carr, the chairman of Centrica who is leading efforts to get more women appointed to British boards, agrees: "Davos is a special place populated by the most senior decision makers. The fact is that the number of women in that position is quite small."

So how is the WEF planning to change this? By preaching to the converted, it would seem. In a private breakfast, the forum's female leaders and gender parity board worked on a paper that will set out best practices to achieve greater diversity, to be published in March.

You’d think by now they’d have realised it’s the 83% of participants who are men that really need to be on board… Sigh...

I'm a sole trader - am I elibible for the Government's parental leave scheme, and what is the income threshold?

Mon, 23 Jan 2012 07:40:00 GMT

Hi Jen! My husband and I are thinking about starting a family, and I'm wondering whether we can afford it! As a business owner, am I eligible to participate in the Government funded paid parental leave scheme? My business is a sole trader structure - do I need to change it to an incorporated company? And is the income threshold based on my income, or our combined household income? Help!! Louise

Hi Louise I reckon there is probably never a perfect time to start a family... and it will always be expensive! Well, more expensive than having no kids anyway :-) But for what it's worth, it sounds like you're eligible for paid parental leave. The Cheat Sheet I've previously posted might be a handy resource for you, and you can also double check the eligibility criteria here on the Centrelink website.

In a nutshell, you should be eligible for payments if you:

are the primary carer of a newborn or recently adopted child, usually the mother (NOTE that from 1 January 2013 the new Dad & Partner Pay will also come into effect, with a further entitled to 2 weeks paid leave for Dads & partners)

are an Australian resident

have met the Paid Parental Leave work test before the birth or adoption occurs - which requires that you have worked for at least 10 of the 13 months prior to the birth or adoption of your child, and worked for at least 330 hours in that 10 month period (just over one day a week) with no more than an eight week gap between two consecutive working days.

your taxable income is $150 000 or less in the financial year prior to the date of birth, adoption or date of claim, (note this is YOUR income, not the combined household income); and

are on leave or not working from the time you become the child’s primary carer until the end of your Paid Parental Leave period (so you'll need to take a break from the business during the period of the payments).

Full-time, part-time, casual, seasonal, contract and self-employed workers may be eligible for the scheme - it doesn't matter what the legal structure is for your business, as long as you meet the eligibility criteria.

Good luck with it all! Oh, and I should also say that though it is a big investment, the dividends are even bigger!

Do 90 percent of women still change their name on marriage?

Mon, 23 Jan 2012 07:11:00 GMT

In this post on Hoopla today, Lisa Linton shared her experiences in being a married woman who has retained her maiden name. As someone who has done the same (for many of the usual reasons mentioned in her article), it was bound to get my attention. But it was the comment that "that (there) is this unspoken pressure (whether we put it on ourselves or not) that prompts 90 percent of marrying women to change their name to their husband’s..." Linton reckons that "while we strive for equality in the workplace and kitchen, it seems the last thing to change is this archaic tradition."

Is that right? Do 90% of women still change their names? Sure, that was most certainly the case for my mum's generation, but I really thought we'd progressed a long way from that...

What's your take? If you're married, did you change your name? What if you divorced? What if you had kids?

Just curious, that's all!

Three cheers for the 2012 finalists in the Veuve Clicquot Business Woman Award - here's the list!

Mon, 23 Jan 2012 06:59:00 GMT

The judges of the Veuve Clicquot Business Woman Award today announced a stellar lineup in the Australian shortlist for the 2012 award.... I'm sure you'll agree it's going to be tough to choose just one winner amongst these entrepreneurs who span sectors ranging from fashion to food to industrial products. The finalists are:

- Lorna-Jane Clarkson, Founder and Creative Director, Lorna Jane
- Elena Gosse, Director and Company Secretary, Australian Innovation Systems
- Ronni Kahn, Founder and CEO, OzHarvest
- Kris Lloyd, CEO and Head Cheesemaker, Woodside Cheese Wrights
- Maryanne Shearer, CEO, T2

I've long regarded the Veuve Clicquot Business Woman Award, now in its 40th year, as "the" award to win... and not only because the winners get a bottle of Grand Dame every year, for life!! Apart from that, it is the first international award created specifically to recognise the contribution that women have made to business life, with finalists coming together each year in Reims, France, from 16 countries.

In addition to the financial results and commercial success of the nominees, judges around the world take into consideration a number of other important factors such as each business’s commitment to the community, employees and the environment.

The Australian winner of the Veuve Clicquot Business Woman Award 2012 will be announced on International Women’s Day, Thursday 8 March, 2012, at a lunch attended by 100 of the country’s most influential businesswomen.

I'm sending my best wishes to all the finalists - with a line up like this, you're clearly all winners already. It's just a pity you can't all win the prize in this one!

The changing face of leadership - an infographic on leadership styles

Thu, 19 Jan 2012 10:38:00 GMT

According to this nifty infographic from Careerbuilder.com, 63% of senior management wear business casual to work, 51% of women in senior leadership roles wear black to work (compared to 18% of men) and senior leaders are more like to drive SUVs to work than any other vehicle... and 57% of women senior leaders bring their lunch from home compared with 36% of men. Agree or disagree? Any surprises?

Thinking of hosting an event for International Women's Day? Like $5,000 to put towards it?

Thu, 19 Jan 2012 08:40:00 GMT

If you haven't already heard the news, Commonwealth Bank's Women in Focus has a competition running to win $5,000 towards hosting your own International Women's Day event. I've taken three calls already about IWD2012 - and so if you're thinking of organising an event it's definitely time to start working on it now.

I reckon there's plenty you could do with $5,000 to splash around... I'm wondering how to pitch my entry to the competition :-) So if you're interested in finding out more about how you could be in the money for IWD, click here to find out more.

Do you have a good article on how gender diverse boards are more successful (or their companies?) I need some empirical evidence about this…

Thu, 19 Jan 2012 06:47:00 GMT

Hi Jen, do you have a good article on how gender diverse boards are more successful (or their companies?) I’d love to share some empirical evidence about this with a client of my firm. M.

Sure, M, as you might expect there are loads of articles around women and boards. The three that I recommend most often are:

1. The Bottom Line: Connecting Corporate Performance and Gender Diversity was one of the first data analysis produced, back in 2007 by Catalyst, and analysed the performance of Fortune500 companies against their gender diversity. This groundbreaking research found that the group of companies with the highest representation of women on their top management teams experienced better financial performance than the group of companies with the lowest women’s

representation: Return on Equity (ROE) was 35% higher, and Total Return to Shareholders (TRS) was 34%higher.

2. The Bottom Line: Corporate Performance and Women’s Representation on Boards (2004–2008) is another Catalyst report, published in March 2011, again looked at Fortune500 companies and found that companies with sustained high representation of women board directors (WBD), defined as those with three or more WBD in at least four of five years, significantly outperformed those with sustained low representation by 84 percent on Return On Sales, by 60 percent on Return On Invested Capital, and by 46 percent on Return On Equity.

3. For the Australian context, The Reibey Institute analyses the ASX500 companies – and in it’s 2011 report it found that ASX500 companies with women directors on their boards delivered Return on Equity (ROE) up to 8.7% higher than those companies without women directors.

Good luck with it, M, and I hope you can shed some light for your client on the upside potential of bringing gender balance to its business!

Ask more. Be more assertive. Be confident. Advice that every woman receives, that just DOES.NOT.WORK at work

Sun, 15 Jan 2012 21:59:00 GMT

I don't know if it's got anything to do with the new year, but there's been a pile of "helpful advice" articles of late on what women should do to get what they (presumably) need in terms of their pay, position and profile. Build relationships and get a male mentor. Learn to sing your own praises. Be more of this, less of that.

The problem is, as much as we try to fix the women, very little is being done to fix the work places that are still operating in an old world paradigm that just isn't attractive to women (and many men too). I've written about this before.

So what if you've been following all the advice, sticking your neck out, putting in the effort... and nothing seems to work? Turns out, you're not alone.

Feministing reported this week that - according to a new Catalyst study - women do ask, but they don’t get. At least, not at the same rates as men do. So maybe it's not that you have to ask more, or for more, but that you need to find a workplace where you'll be valued for who you are and what you bring to the table.

Question is: do these workplaces exist?

Your thoughts?

Just for fun... and networking with a twist: Join me for the ABBA tribute by Bjorn Again, 3 Feb at Taronga Zoo in Sydney

Sun, 15 Jan 2012 21:37:00 GMT

In the spirit of mixing business and pleasure, I'm organising a few fun networking opportunities this year... starting with a Twilight Concert at Taronga Zoo, Sydney with none other than BJORN AGAIN and their favorite ABBA tribute. I've organised a group booking so we can all get together, share some news, make new friends and just enjoy a fun night out on Sydney Harbour. Bring a picnic basket and blanket - or buy your food and wine there.

There's only 14 tickets available... so book now if you're the Dancing Queen kind of gal...

"Women of Hope"... a song with heart and soul, to start the week

Sun, 15 Jan 2012 21:28:00 GMT

This one came through on my TEDx talks newsletter this morning... and it touched me with words and images every woman can relate to. Inspired by Aung San Suu Kyi’s call to action, Morley composed this song and presented it to TEDxWomen. Thought you might like it too...

Progress of women on boards since 1917... what's your take?

Tue, 10 Jan 2012 22:34:00 GMT

As a longtime fan of ForbesWoman, I was intrigued to read that B.C. Forbes, the founder of FORBES magazine, dedicated the first issue to women in business. “Forbes believes her achievements are wide,” he wrote, predicting that women “will soon sit on boards beside men.” That was in 1917. Almost 100 years on, have we achieved enough?

As at the commencement of 2012, women hold:

40.1% of board positions in Norway
16.1% of board seats in the Fortune 500 companies
12.7% of directorships on Australia's top 200 companies
12.5% of directorships in the UK
0.9% of directorships in Japan.

Some believe (myself included. obviously!) that we need more women on boards. Some say women bring different values to the table. Research shows gender balanced boards produce better results: with a 2011 Catalyst study showing that major companies with three or more female directors outperformed companies with zero women on boards by 46 percent of return on equity. And of course, here in Australia the ASX corporate governance guidelines are encouraging many companies to consider gender balance in their business for the very first time..

So if a board position is in your sights for 2012, here's some tips from ForbesWoman writer, Sylvia-Ann Hewlitt that seem to make pretty good sense to me:

Leverage your strengths, by applying for positions where your unique skills will be brought to the fore;
Work your network, using professional groups and your own little black book (or LinkedIn connections!) to get you intros;
Develop a game plan: it won't just happen, you'll need to develop a plan to build your board profile which I believe may include cold calls, search firms or industry connections;
Be realistic: if you haven't served on a board before, the ASX50 is probably not your best starting place! Try a NFP, association or government board first to get some experience;
Strategise for success, by understanding your unique value proposition and using it to your advantage.

Having said that, here in Australia women have been receiving advice for decades on how to get onto boards, into exec roles etc etc. Almost 10 years on from when we began reporting on women on boards, nothing had changed – the figure was stuck at 8%. This is despite women comprising the majority of university graduates in business disciplines for almost 2 decades. It was only when last year, the Australian Stock Exchange enforced new corporate governance guidelines requiring listed companies to disclose the number of women on their board and in senior roles, that women on the ASX200 boards have increased to 12.7% – a 50% increase on the starting point. Which leads me to think: advice is good; but intervention is better.

I know many of you have experience on boards, or appointing directors -- is there something you could add to this?

More women makes for better Corporate Social Responsibility - says new research by Catalyst and Harvard

Thu, 05 Jan 2012 07:46:00 GMT

I've long suspected that there's something special about women leaders and the heart and soul they bring to an organisation. It's different to the stereotypical leadership model; rather that just dollars and cents, I've noticed that many women directors and executives bring a strong sense of values to a business. Now new research from Catalyst and Harvard Business School shows there is in fact something different about organisations that have more women leaders: they also have higher levels of corporate philanthropy that the authors translate as better corporate social responsibility.

If you're interested in corporate social responsibility, this study is worth a look. It specifically focuses on how women leaders might impact CSR, noting that a company committed to CSR acts as a good corporate citizen, expanding the definition of success beyond profit maximization to also consider the organization’s impact, both positive and negative, on the world.

The study focused on Fortune 500 companies and found that corporate philanthropy was 28 times higher in companies with gender diverse boardrooms (3 or more female directors), and 13 times higher in companies with gender diverse leadership teams (25% or more women corporate officers).

So what? We know that many women - and Gen Ys of both genders - are increasingly attracted to the not for profit sector for the meaning and fulfillment it offers. And I suspect many women - and Gen Ys of both genders - are also attracted to organisations that offer more meaningful community engagement to their employees. So understanding this relationship could be a good weapon in the war for talent.

Andrea Learned posted about this on The Sustainable Business Forum, posing an interesting question in response: "Do companies committed to CSR attract more diverse leaders or… does having a more gender-diverse leadership lead to increases in CSR?"

In her follow-on post, she probes further: "If studies like the one conducted by Catalyst and Harvard Business School show that more women on boards leads to better quality CSR, what should be done with that information?"

Learned responds that women (as leaders and otherwise) bring relational traits to an organization that have this positive affect on CSR - and that consideration should be given as to how this can benefit the organisation across other contexts.

"When we talk about leadership and diversity in relation to corporate social responsibility", she adds, "the conversation should be about ways to identify, hire and nurture thinkers who are comfortable and practiced in their relational traits."

Interesting. Your thoughts??

2012: A year of renewal?

Mon, 02 Jan 2012 23:00:00 GMT

My friend Deane, who now lives in New York, just emailed declaring the theme for "year two-o-one-two" is “renew”. A year of renewal. I couldn’t agree more. I'm sure those caught up in the world's economic woes agree. And same goes for my two new beagles – the two at the back in this snap. They’ve taken a new lease on life since they arrived at the farm just before Christmas.

Peanut and Tigger were my Christmas present. They’re not puppies, both being nearly 9, and they’re just perfect. Already house trained, there’s no nasty puppy surprises to deal with! They came to us via the Beagle Club rescue team and they’re just lovely. Their story was sad though… until they made it to the farm, that is.

Their first owner – whom they clearly adored in a way only dog lovers could appreciate – was diagnosed this past year with terminal cancer. The two hounds – having grown up together, truly devoted and absolutely in love with each other – were her babies. Separating them from Audrey after 9 years was heartbreaking; but separating them from each other was inconceivable.

So when the rescue team couldn’t find a single home to take them both, what was I to do? In a family conference our other beagles agreed, and so then there were four. And arriving at the farm, these house dogs have found renewal in their new life on the farm. They sniff, they chase, they enjoy being dogs. It's like they're puppies all over again.

The themes that Deane declares, they always seem to ring true and just “fit” for me. We flatted together when I first arrived in Sydney – almost 14 years ago now – and Miss Deane knows me well enough to know when an idea will stick.

When we met, I was running from a failed marriage and a violent ex whose temper only flared with the domestic violence order I filed against him. Even after I left him, he’d assaulted my friends, stalked me for months, broke into my house. He had firearms that the Police confiscated, and I was worried he’d get more. And so in coming to Sydney I was running away, but I was also running towards a future I was determined would be worth the effort.

I don’t talk about that particular chapter of my life, mostly because it’s already consumed more of my energy than I should have allowed. Yet in the context of renewal, it’s my own proof that anyone can renew and reinvent. Anyone.

Those first years in Sydney, living with Miss Deane were good for my soul. Most New Years Eves, we’d watch the fireworks light up the Sydney Harbour Bridge, and make a declaration from the balcony of our “bachelorette pad”. The resolutions were big – and year after year we amazed ourselves with what we achieved.

And the move to Sydney proved to be the right one. After that tough patch, life got good. My career took off. I travelled the world, followed my dreams, and learned to live a little. And life got better than I ever could have wished: I learned to trust again and to take risks. Meeting "The One", starting my own businesses, buying the farm, raising Master Almost-3… and of course the beagles! Life really is good.

2012 is my 40^th year and it feels like I’m ready again for renewal, more energy, more patience and more focus on the next chapter of life.

I’m ready to learn more, love more, live more.

Outcome oriented, I love making resolutions, and then making them reality. This year is no different and my resolutions are:

Finish the book. Yes, it’s been on the to-do list for too long and I’m engineering my life to get more thinking and doing time.
Time at the farm with family and friends – and to photograph the animals with my new camera (once I figure out how to use it… doh!).
Dig deeper on the issues of women, work and leadership – and to continue to agitate for more women in leadership in our workplaces and communities.
Work smarter, and with my strengths, to achieve more than ever… but with more sleep and more awareness of my wellbeing too!
Thrive in business, gain another directorship, and build my blog following.

If you’ve set resolutions for yourself, and you’re serious about achieving them, my advice is to make them public. Declare them – here or anywhere on the world wide web. Print them off and put them on the back of the toilet door, above the kitchen sink, on your desk at work, or in the car. Save them onto your iPhone, iPad or your technological device of choice. And read them every day.

For each of your resolutions, write 3-5 actions that relate to that resolution, which you can tick off as you achieve them, and which are the stepping stones to each of your dreams. Chunk it down, make them real, make it happen.

So, if it resonates with you, I wish you renewal. If something else takes your fancy, I hope you make it come true.

And if there’s something you’re planning and would like to share, I’m all ears: post away with your comments.

Happy New Year!

What if your leadership and actions could change the world? What would you do? Where would you start?

Tue, 13 Dec 2011 06:58:00 GMT

Kudos to Karen Beattie and her team at The Growth Faculty for the Global Leadership Forum staged yesterday in Sydney. I’m still thinking about all the amazing stories I heard from the stellar line up; and asking how can I apply their lessons and thinking to my own career?

I don’t know about you, but I sometimes find it hard to anchor the difference that someone as insignificant as me could make, in the shadow of such visionary leaders.

But then again, when you hear from any extraordinary leader there’s usually a very ordinary story to begin: about a simple idea, well executed, and followed through consistently. To this end, there’s much to share – and learn – from the conference speakers yesterday.

Take Martha Stewart who shared how she went from a very modust upbringing to modeling Chanel to stock broking on Wall Street, before becoming a global lifestyle brand icon over a career spanning more than 50 years. At age 70 she’s still confident, curious and more ambitious than ever. And proud of the special touch of “Martha” she’s brought to the lives and homes of millions of mostly-women who have read her books and magazines; watched her TV shows; visited her websites; downloaded her apps; bought her lifestyle products to brighten up their days; and just been inspired by someone who loves bringing joy to the audiences she serves. Here is a woman who is an early adopter of technology – from buying her first IBM computer in 1982 to launching the first synergistic media strategy in the 1990’s complementing her TV shows and magazines with online presence; and now with the shift to smart phones and tablets, developing the most popular – and profitable – apps available in the download marketplace of today. Constant innovation to “match what people want with they need and where they want to get it”.

Then there’s actor and activist George Clooney whose work with the Not On Our Watch Project is saving lives in Sudan. When Clooney saw first hand the devastation of civil war in Sudan – while the perpetrators went about their business unnoticed – he asked a simple question: why can’t authorities track the War Lords in Sudan the same way anyone else could view his own home on Google Maps? That would be fair, he thought. Then followed conversations with Google and satellite owners… and the end result is a satellite tracking system that is monitoring civil unrest in real time, and resulting in War Lords being tried and convicted of war crimes by the UN in The Hague. New world thinking to an all-time problem.

Nobel Prize Laureate Muhammad Yunus is perhaps the most understated leader of all time. That he had the foresight some 35 years ago to save millions of Bangladeshis from the poverty cycle by pioneering microfinance and social business with the Grameen Bank is remarkable; that he’s been able to convince corporates the world over to apply their intelligence and technology to solving the world’s problems with social business solutions is pure genius. It’s certainly proof – from a Professor of Economics who cared enough to make a difference – that long-held beliefs and theories can always be challenged and that the results can change the world.

Then there’s Russell Simmons. I didn’t know this until yesterday, but I have Simmons to thank for one of my happiest childhood memories: the well-rehearsed performances by my mate Verran and I – in the loungeroom of my family home – of Run DMC’s “Walk This Way”. My first taste of hip-hop and this white kid really didn't have the moves... but I loved it all the same! Simmons fell in love with hip-hop when he was in College, and then allowed us all to love it too by taking hip-hop from the slums of Harlem to mainstream culture the world over. In the process he united people of all races, classes and creeds in a love of rhythm and poetry. He’s responsible for a generation that is multi-racial but singularly cultural, and he’s challenged paradigms over the past four decades in the fields of music, fashion and now financial services. No wonder he’s been named one of the "Top 25 Most Influential People in the past 25 years", and he’s not done yet…

We also heard from Monster.com founder Jeff Taylor who created the world’s first online job ad site that has since changed job seeking the world-over. He followed his dream despite being told in the early days of the world wide web that “it would never work” because “no one would ever look for a job while they’re at work” – which of course was the only place that most of us could access emails before the days of smart phones and iPads. Wow… remember way back when???

Then Michael Fertik left us with a parting cautionary warning: that the emerging world of online reputation will be both a big opportunity and a big threat for our personal and business brands. In other words, it’s no longer just about what we each say and do online, but it matters too what others say about us and that will impact us more than we think – for referrals, sales, job seeking, you name it... Thinking about how far the world has come since Jeff Taylor’s premonition of an online world; I wonder what we’ll say about Fertik’s clairvoyance in five years time…

So many lessons… so many ideas… so many opportunities... Now where to begin?

Your thoughts?

e-Lilianne reader offer - order before xmas for 35 per cent discount PLUS a free gift to boot

Tue, 13 Dec 2011 02:36:00 GMT

I love e-Lilianne lingerie. I've said it before and I'll say it again: once you discover this little gem you'll be a customer forever. French inspired lingerie, for you, for her. Elegant undies, comfy bras and relaxing sleepwear. Silk. Organic cotton. Plain. Lace. A range of colours and styles that will please just about everyone - and I should know since my sisters, nieces and even my mum have come to expect e-Lilianne in their Christmas stockings! (I know they all read this blog so I'll say no more on this!!)

The lovely ladies at e-lilianne have extended another gorgeous xmas offer this year to all my readers - with a special 35 per cent discount + free gift offer of a pair of loungey socks for all readers of The SheEO Blog. Simply quote JEN2011 when you checkout and your discount will be applied to your order (at the time of writing there is also a special xmas free-shipping offer which will apply in addition to your reader offer - so there's another reason to jump on and place your order right now before the xmas stock runs out!)

Oh, and if you're worried about purchasing gifts for xmas in case you get the wrong size, colour, style etc... no worries! e-Lilianne offers a satisfaction-guaranteed shopping experience and if you're ordering gifts - an extended exchange period is available - simply write "Holiday Shopping Special" in the comments field and your lucky gift recipients will have until 14th January 2012 to exchange the gift if the size/color/style is not exactly what they were looking for. Or you can buy a gift certificate and let them choose.

This one gets a thumbs up from me every time... hope you like it too :-)

Cinnabar designs: I love this Aussie business and it's my next Xmas gift idea (or the perfect year-round gift)

Wed, 07 Dec 2011 10:51:00 GMT

I'm sending a huge shout out to Christine Hawkins and the team at Cinnabar Designs who are the creators of my favorite all natural ultra-fine merino wool knits. You'll know by now that when I'm not writing The SheEO Blog I'm also a farmer, and while we don't produce wool on our farm, I'm a huge proponent of any industry that supports our farmers and regional industries. In particular, Australian ultra-fine merino fleece is arguably the best in the world and in recent years has been winning awards from Paris to Milan and all the other fashion capitals of the world.

So while I receive all sorts of requests to promote products and businesses on this blog - with 50,000 page views a month we've got a big following - my second Xmas gift suggestion is Cinnabar Designs because it's run by women I know from regional Australia, supports local industry and because the products are just beautiful. I find the merino wool - which is sometimes also blended with cashmere and silk - is just perfect for the Australian climate: warm in winter, it breathes in summer and it's perfect for long hours in the office. The models on the website are far more glam than me... but here's proof that I really do wear and endorse the Cinnabar range!

If you'd like a unique, elegant gift for yourself or another woman in your life - you can shop online or find stockists here. Mention The SheEO Blog when you order and you'll receive extra special service! And to Christine and the team - my best wishes for another fabulous year in 2012.

70,000 mums want to work but can’t access childcare: how is this impacting your business?

Wed, 07 Dec 2011 10:41:00 GMT

News out today says that 70,000 Australian mums are locked out of the workforce solely because they cannot get affordable childcare. Boy this makes me cranky. And it’s not just because I was up half the night showering and changing Master Almost-3 who’s had a recurring gastro for 3 weeks now. This issue makes me crazy; partly because of the impact it’s having on the career advancement, life choices and personal power of women; but it’s also ludicrous to consider here is a talent pool that wants to work and contribute to the productivity of our nation and its employers, but can’t get over the structural barriers to do so.

Now before you say write this off as a “mummy track” issue... consider the impact it’s having on your business.

The ABS says a further 13 per cent of mothers were either unavailable for work or unable to work more hours because there were no childcare places where they lived.

And yet just last year the Government dropped its plan to build 260 childcare centres – saying figures show there are enough places – and introduced reforms to long day care that will increase the cost of care for pre-school aged kids by up to 15 per cent.

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It’s not just because I’m a mum that I’m passionate about this. We can’t leave employers in a position where they recruit great women, invest in their development, do the right thing in holding jobs open during parental leave… and then ask them to hope for the best in terms of parents finding a childcare place before they can return to the workplace.

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In my last executive role – long before I’d even considered parenthood – I was responsible for a team of around 200 people and the administration of $9billion in assets and reported to the COO. You might think that would give you a bit of clout when it comes to the onsite childcare wait list. Think again.

When one of my best team leaders was on parental leave, she was desperate to get back to work. Her family needed the money. She needed the mental stimulation. And we needed her! But she had no relatives in Australia to help her and she couldn’t find quality, affordable care.

My star performer was on the waitlist at several local childcare centres, near her home and our offices; and when our own on-site centre told her the wait would be over 12 months for a spot, I just figured this couldn’t be true. I marched down to that centre “to have a word” with the centre Director who promptly showed me the list – and pointed out that there was nothing I could do to change that. It was more than 12 months before she found the care she needed; and even then it wasn’t the full time cover she – and I – had hoped for.

If you’re an employer you should know that Australia is way behind the leading nations of the world in terms of the kind of support it provides to working parents. And I’ve already written about why the Government was wrong in reducing the support it offers to Australia’s working parents. The lack of childcare reform in this country is flowing directly onto your business, and I'll attempt to explain why.

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Now we all know that not every woman wants to return to work after having kids; but what I do know for sure is that many certainly do. And they're kept out by the structural barriers they encounter.

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If you were an employer in Norway, Sweden, France or Germany you would know that childcare doesn’t enter in to the return-to-work considerations: all parents have the peace of mind and the right to a guaranteed publicly-funded childcare place. But that’s simply not the case here.

So if you think it’s hard for workers to find quality, affordable childcare to match their working hours, you don't know the half of it. According to the Australian Bureau of Statistics, 15 per cent of all unemployed women say they want to work but can’t, because they’re unable to access affordable care for their children while they work.

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And if you want to pay more than just lip service to attracting, developing and retaining women in your business, you need to understand the issues relating to childcare in this country.

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To analyse this further, it’s necessary to split out cost, structure and availability as separate and important issues.

Cost is important to both parents and employers, because many workers fail to return to the workplace because it’s not financially viable to do so. Commonwealth Bank research shows 1 in 3 families whose parents have returned to work use paid childcare; and of these 1 in 4 works for no financial gain (despite government assistance). That is to say, the cost of childcare either exceeds what they earn from returning to work, or is at breakeven.

The Government provides a rebate to offset these costs but it’s capped at 50% rebate to a maximum of $7500 per child per year. In major capital cities, like Sydney or Melbourne, parents will need to pay around $120 per child per day – so for full time care they’ll have to fund the rest of the gap - or around $24,000 – from after tax dollars – and this is big money for the average worker.

That’s why many believe parents would be better off – and encouraged back to work – if childcare costs were tax deductible – and why every business must understand the numbers and join the lobby for these reforms.

Structure is an issue because currently the Government childcare rebate is only available to approved carers, which in almost all cases means long daycare centres. While I’m an advocate for long daycare and it forms part of my own childcare mix, this option simply doesn’t work for all families. Some parents are reticent about leaving their young babies – with their weak immune systems – in daycare centres. Some – think shiftworkers like nurses and hospitality professionals – just don’t have access to working days that fit in with the structure of long day-care. Others need to travel overnight for work, and need someone to stay in home during their absence. Some just prefer in-home care, which offers more flexibility on timing, choice of carer and coverage when children are sick (and can’t attend daycare). But if you can’t fit in with the long day-care system you’ll (in general) need to forgo any rebate, which makes the cost of pre-school care even higher. This is simply unfair and the first thing we need from Government is an extension of the rebate to all forms of registered care.

This dependence on the long daycare model has a flow on effect to availability too. President of the Australian Childcare Alliance, Gwynn Bridge, points out that occupancy levels at childcare centres average about 70 per cent – with many centres having vacancies on “less popular” days like Mondays and Fridays. Telling parents to structure their work days accordingly is a fairly blunt instrument: if parents are in a position to actually choose their work days, it can work – but if not, they’re back to square one and the hunt to find available slots on the days they need.

Together these three factors become “too hard” for parents of pre-school age kids to manage and afford. And so one of the parents steps out of the workforce – most often the women – and over time it becomes harder and harder to make work work.

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But what often goes unnoticed - and what you should know if you’re an employer is that it’s not just the pre-school years that are the problem. I think this is what many employers really struggle with. What they don’t get is that it’s actually harder for parents and for the workplace when kids reach school age.

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Let’s start with flexibility. Many employers think that once the kids are at school, life resumes normality for the “model worker”. But it’s actually harder to get what you need in terms of flexible work arrangements once the kids are at school. The Fair Work Act gives parents the right to request flexibility, but the catch is that right exists only while kids are of pre-school age. The Act doesn’t apply to parents of school age kids (except children with a disability) so you’re very much on your own after your kid turns 5.

The flipside of this is until kids are of pre-school age, they’ll be able to access care up to 52 weeks of the year, from as long as 7.30am til 6pm. When school kicks in, your kids are in class around 39 weeks of the year, from around 8am til 3pm give or take, depending on their age and school system.

So employers go from having a shorter-than-ideal but certainly workable presence from working parents, to a very different picture when the kids hit school ages.

And I’m not sure about you, but no place (outside of the school system itself) has ever offered a standard 13 weeks annual leave a year to fit in with school holiday periods, or promoted a 9-til-3 working day as the status quo.

So what to do for the out of school hours care? Nannies are an option – again if you can afford it, starting at around $20 per hour so you do the numbers… After school-hours programs are an option if you can find a spot – and they’re rarer than hen’s teeth so good luck with that. If you’re lucky enough to have family near by it’s a great option. But otherwise you’ll need to find a job to accommodate it.

This stuff is a big deal. And it’s almost always left to the women to sort out. Yes I know some of you have good guys at home, or extended families, or nannies or all of the above. But how many of you can actually outsource the whole head space of childcare?

We all need to be aware of these issues and the sad thing is many bosses will have not even read this far to understand what’s really going on for the parents they employ. And until employers do understand this, they’ll just be focused on fixing the women.

Fixing structural barriers and in particular childcare is far more important. And yes it’s tough. But the current system is outdated and reflects a bygone era that isn’t real any more for many families.

I think it’s time for reform. For families, for employers, for the future of Australia and Australians. If you agree, please say so on the petition at www.makecarefair.com.au

Don't believe all you read about Gen Y women - new survey on their beliefs and values in the workplace

Wed, 07 Dec 2011 09:42:00 GMT

If I had a dollar for every time I've been told "don't worry, GenY women are different, they've got gender balance all sorted..." well, let's just say my bank balance would be looking pretty darned healthy! But while there's no doubt that GenY women are well positioned for career and life success, it's also true that most of what you read about their attitudes and beliefs is based on loose assumptions and opinions. Now new research by Business & Professional Women International shines the light on beliefs, values and expectations of over 600 women from USA across four key areas: workplace values, work-life balance, gender in the workplace and intergenerational workplace dynamics.

1. Gen Y women want a more holistic approach to work-life balance - and it's equally important to them irrespective of whether or not they have children;

2. Gen Y women believe gender discrimination is still an Issue in today’s workplace - with 77% of respondents rating it as a moderate or severe issue for them. Only 3% indicated that gender discrimination is not a problem. Further, almost 50% of Gen Y women have observed or experienced gender discrimination in the workplace, the most prevalent forms being:

      • Stereotyping (63%)
      • Unequal compensation (60%)
      • Not being treated as an equal (58%)
      • Inequality of opportunities (52%)
      • Being held to a different standard (51%)
      • Sexist jokes and derogatory statements about women (38%)
      • Sexual harassment (31%)

3. Gen Y women who had experienced gender discrimination were also more likely to experience age discrimination than their male peers, with examples cited of being perceived as incompetent or inexperienced because of age; name calling such as “kid” and girl”; being passed over for promotions; and being held to different standards because of age.

The study identified four key employer implications related to addressing challenges and promoting opportunities for Gen Y women in the workplace - and which I believe fly in the face of common perceptions:

Addressing Gen Y women’s workplace challenges is a business imperative. It won't solve itself by virtue of GenY women being more confident, educated or courageous than their predecessors. Promoting workplace cultures and practices associated with flexibility, equality and inclusivity are imperative for the success and sustainability of businesses.
Young working women are not a homogenous group; and identifying Gen Y women’s workplace challenges and opportunities will differ by occupation, employer type, compensation type, and presence of children.
Work-life balance is important to Gen Y women regardless of their position in life – single, married, with or without children and there's no "one size fits all" solution. The research indicates a need to examine workplace assumptions about characteristics of the “ideal worker” and aspects of “life” addressed and who is included (or excluded) in workplace policies and programs.
Employers need to understand how gender and age shape the workplace experiences of Gen Y women. Gen Y women identified five features that enable them to do their best at work: understanding goals and expectations; open communication channels; encouragement from co-workers and supervisors; having their voice heard; and understanding roles and responsibilities.

This is a good piece of research by BPW covering a broad spectrum of women and their workplaces. You can download the full report here.

Nobel Laureate Muhammad Yunas knew women could change the developing world... and set about making it happen. See him live in Sydney

Mon, 05 Dec 2011 06:12:00 GMT

Grameen Foundation helps the world’s poorest, especially women, improve their lives and escape poverty through access to small loans, new ways to generate income, and important information about their health, crops and finances. Founder Muhammad Yunas - who was awarded a Nobel Prize for his work - understood the power of providing women with the opportunity to change their worlds and has since granted millions of women the gift of financial freedom through pioneering microloans in the developing world.

You can see Muhammad Yunas live in Sydney at The Growth Faculty's Unwrapping Genius conference in Sydney on 12th December. Quote SPHINXX when you book to save - you'll pay only $880 for a full day of inspiration from Yunas and a stellar lineup including George Clooney on his social leadership in Sudan; Martha Stewart on building a global brand and enterprise; and a host of other global leaders who've changed the game, not just the way they play it.

I'll be there... why wouldn't you be too? Click here to book before time runs out.

Bringing together male and female perspectives for workplace equality

Mon, 05 Dec 2011 05:43:00 GMT

Ark Group is holding and one-day connected forum in Sydney with an emphasis on getting women and men to work together and engage with each other to achieve greater success and a better workplace for both genders. Bringing together female and male perspectives for workplace equality will feature case studies and strategies from both women and men for collaborative change to build better workplaces.

The forum will be held on 31 January 2012 at The Sebel Surry Hills, Sydney. For more info click here.

Christmas is coming... and so we have some great offers for you!

Mon, 05 Dec 2011 05:36:00 GMT

Starting today I'm sharing with you lots of gift ideas from leading Australian businesses that will really look after you - with quality products, great prices and special offers (of course!)

I can't help but go first.. with free shipping on book orders in the sphinxx online shop. Simply quote SHIPXMAS on all orders for your free shipping within Australia.

All orders of my book of inspiration - Little Wins for Working Women - will also come ribbon wrapped in an elegant burgundy organza ribbon ready to hand out to your colleages and friends. Little Wins is the perfect office companion for every businesswoman, and is now in it's second edition.

There's a vast array of other books, CDs and DVDs from Australian thoughtleaders available online in the sphinxx shop - click here to place your orders.

Kelly, Reinhart make Financial Times Women At The Top list - The top 50 Women in World Business

Mon, 05 Dec 2011 05:14:00 GMT

Australian businesswomen Gail Kelly, CEO of Westpac Group (Number 12) and Gina Reinhart, CEO of Hancock Prospecting (number 27) have made it onto the 2011 Financial Times Women At The Top list - alongside other leaders of enterprise from across the Globe. The list is somewhat of a United Nations of business - with the top spot this year going to USA's Irene Rosenfeld, CEO of Kraft Foods, followed by Turkey's Gula Sabanci, CEO of Sabanci Holding and India's Indra Nooyi, CEO of PepsiCo.

For the Aussies on the list, it's recognition of a lifetime's work; though Kelly's upbringing in South Africa and career shift from school teacher to bank teller to CEO of one of the world's top 20 commercial banks is in stark contrast to Reinhart, who as the only daughter of Australian mining pioneer, Lang Hancock, cut her teeth on prospecting and is now a vocal spokesperson for Australia's resources industry.

The online interactive tool at FT provides easy search categories; or you view the whole list and download the PDF version here.

20-First releases 3rd annual Global Gender Balance Scorecard focusing on women on Executive Committees and Boards

Mon, 05 Dec 2011 05:13:00 GMT

For the third year running, the 20-first Global Gender Balance Scorecard looks at a single measure of progress: the gender balance of the Executive Committe of the TOP 100 companies in three key regions of the globe to determine who and were the most progress is being made. The results? Change is happening; and USA is leading the way.

The scorecard tracks gender balance on exec teams and also identifies sleepers (those companies with no women on their exec teams) to tokens (those with just one female) through to critical mass (a male/female ratio of at least 75/25) and balanced (at lest 40% of either gender).

I've spoken at length in the past with Avivah Wittenberg-Cox, CEO of 20-First and I echo her opinion that Executive Committees are a better place to look for gender balance than Boards - in a large part because it's the executive teams that actually run the business; and the gender mix of boards can belie the scene at executive level where a greater mass of roles are up for grabs.

The 2011 Global Gender Balance survey shows that while 74% of companies in the US and 68% in Europe now have at least two women at board level; only 59% of US companies have at least two women on their Executive Committe while Europe is far behind with 20% and Asia lags with only 4%.

The survey shows that globally, 90% of Executive Committee positions in the survey sample are filled by men, with only 10% by women.

More information is available on the 20 First website or download the PDF survey results here.

Women aren’t broken. Law firms are.

Mon, 05 Dec 2011 06:14:00 GMT

A new report by the Law Society of NSW was launched in Sydney yesterday by The Honourable Justice Julie Ward, putting the advancement of women in the legal profession under the spotlight. Unfortunately much of its findings read like another how-to guide for “fixing the women”; whereas very little has been said about the culture and leadership that fails to fully harness the value and opportunity that women lawyers present.

The report shows that – despite a 451% increase in the number of women solicitors since 1988 and women now comprising almost 60% of all new admissions – one in four young women will leave private practice within 5 years of admission and fewer than 20% of all partners and principles are women. In other words, there’s no shortage of talented women entering the profession; but the firms where they work have been ineffective in retaining and developing these women into the leadership ranks.

I should say this is in no way intended as a criticism of the President of the NSW Law Society, Stuart Westgarth, and his research team who produced the report and put the gender agenda firmly on the table. Westgarth in championing this research has raised the bar and is to be commended.

It’s just that the report reads like… well… it reads like it’s been written by lawyers.

In other words, a lot of careful language is used to describe a complex situation in simplistic terms, without pointing any fingers of blame and so as to avoid any potential embarrassment, liability or unintended offense.

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The report sets no expectations of gender balanced leadership on firms; no targets or definitions of success; and has levelled very little responsibility for improving the status quo. As such, I would say it’s created a frame of reference (yet again) that it’s the behaviours of women that are letting them down, not the cultures and behaviours institutionalised within their workplaces.

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The report shows that in 2010:

female practitioners comprised almost 60% of new admissions to the profession;
41% of private practitioners, 54% of corporate lawyers and 63% of government solicitors are women;
more young women solicitors are leaving private practice than young men, with one in four new entrants exiting private practice within 5 years; and
just under 20% of partnerships in private practice are held by women.

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That this data is now publicly available is an excellent starting point for the legal profession in Australia; the challenge now though is to extend the analysis to more practical depths to drive change, and to get serious about implementing retention and development strategies.

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The research methodology in this report overlays the findings of focus groups with some 100 women lawyers and data from the Society’s membership base covering a broad spectrum of data (except for data that doesn’t look particularly good on paper – like the percentage of women in partnerships which I had to calculate myself!) to arrive at 22 tips for practitioners and practices.

Critically though, the methodology did not include interviews with women who had left the profession or with men who hold 80% of partnership and principal positions, and who, after all, are the ones who decide whether or not women advance in the first place. I would have to say that conducting focus groups exclusively with women encumbents and asking them to explain why they’re not promoted to leadership roles – in an environment where they have very little control over the process – is a bit like asking the passengers to steer the bus: it’s almost impossible for them to do it when they’re simply not in the driver’s seat.

And it would be a good starting point for these men to become more engaged in the debate sooner rather than later. That I counted only 8 men in the 160-seat audience at the report's launch is not only disappointing; it also sends a clear message to the women in the room, whether intentional or not.

Also for a study entitled “Thought Leadership2011: Advancement of women in the profession”, it’s a little disappointing. Some of the ‘Tips for Practitioners’ read like motherhood statements (Tip 11: “Be brave. Work out what you want and ask for it.” – in my experience women know what they want and that’s why they leave firms – through pure frustration) while others seem to fly in the face of the inherent bias and discrimination many women report to me of life in a law firm (Tip 3. “Plan ahead for career breaks. Start talking to your employer early on….” – why would you do this, if it’s likely to put you on the mummy track before you’ve even taken parental leave…)

As for the Tips for practices – these recommendations indicate just how much work needs to be done in the profession. (Tip 2: “Think about the needs of staff returning to work after career breaks” isn’t going to cut it – you’ll actually need to facilitate seamless offramping and onramping, thinking isn’t enough!) The report confirms what we already know: women lawyers are flocking to in-house corporate and government roles where they report greater satisfaction with workplace culture and fit – so a good and logical question is what could private practice learn from that? (Hint re Tip 8: “Consider establishing an in-house mentoring program” – the corporates that are poaching your top talent have been doing this for years…)

This report is definitely worth a read (click here to download as PDF) and a good starting point for further research to build on. What the legal profession needs to do now is to address the elephant in the room, and really get a grip on why law firms simply aren’t a place that many women can ascend to great heights in their careers.

My advice to the firms: The women aren’t broken and don’t need more tips for success; but in the context of gender balance, law firms certainly do.

Assistance needed with Not-For-Profit survey - are you on the board or the payroll of a NFP?

Tue, 29 Nov 2011 12:01:00 GMT

Women are well represented within the workforce of nfp, charitable and community sector organisations. The community sector alone comprises around 85% women, which is a key factor in the equal pay case for community workers currently before Fair Work Australia. Yet we know very little about the gendered nature of senior management and their boards.

YWCA Australia, the Australian Council of Social Services (ACOSS) and Women on Boards (WOB) have developed a survey to remedy this lack of data across the sector. The survey takes around 8 minutes to complete.

If you are on the board OR employed in the sector please assist by completing the survey here.

Some of my favorite reading this week: Seeking Meritocracy in Silicon Valley; Women in Media; Life at Oprah's Leadership Acadamey; Straight White Men Are Not Oppressed

Tue, 29 Nov 2011 11:55:00 GMT

Every week I receive literally dozens of links on recommended reading, article alerts and just plain old emails from readers like you pointing out something you've liked - which is great because it makes a little easier and a LOT more interesting! I thought I'd start sharing some of my favorites each week, which I don't have time to cover in detailed articles but which are certainly worth a read. Like these ones:

Racism and Meritocracy (Tech Crunch): "There is some research on the differences between men and women, and it has shown some differences in both average aptitude and the standard deviation of aptitude (i.e. that men have more extreme outcomes in both the positive and negative direction). But these differences are extremely small, nowhere near large enough to suggest a region on this curve with all men and no women on it. If you’d like to examine the math involved, check out this excellent slide deck courtesy of Terri Oda..."

Five Essential Leadership Lessons for Women (ForbesWoman): "Men in media still earn 30% more than women in media. Women hold just one-third of full-time journalist positions and just a quarter of editor and top executive positions in the industry. In intellectual magazines, there are seven male bylines for every one female byline. As in most fields, there are still fewer female voices at major publications and very few women at the top of media outlets. So how do we turn up the volume?...."

What life is like at Oprah's Leadership Academy (OnlineColleges.net): The Oprah Winfrey Leadership Academy for Girls opened in 2007, backed by $40 million and the eponymous benefactor’s desire to provide young, promising female students opportunities her own impoverished background never could. Located in Henly-on-Klip, South Africa, the school launched with an initial class of 152, each hailing from economically depressed households, most of them situated in gang-ridden neighborhoods still recovering from apartheid-era marginalization. So how is it faring almost 5 years on?

Straight white men: You're not oppressed. (MamaMia): "... Newsflash: straight white men are not an underclass. They have all the rights. Still do, always have. More rights than anyone else. A few weeks ago we ran this piece from the Prime Minister about the importance of continuing the good fight for gender equality. What we didn’t expect when we published it, was to unearth a new underclass of ‘oppressed’ people who objected to the idea of our PM (or anyone) singling out women for special mention...."

How Pampers and UNICEF Conquered a Deadly Disease (HBR Blog Network): "By appealing to the sympathies of young mothers toward the risk of childbirth in poor nations, Procter & Gamble's largest brand, Pampers, and its global partner, UNICEF, will soon defeat a disease that now kills a baby or its mother every nine minutes. Since 2008, P&G has promised to contribute a portion of the sale of every pack of Pampers during the fourth quarter toward a vaccine against neonatal tetanus. Since the initiative expanded from a small pilot program in Western Europe, consumer enthusiasm has been so strong that the partners now expect the disease will be eliminated, as measured by World Health Organization standards, by 2015. Pampers is now one of UNICEF's largest corporate donors, yet the campaign has delivered year-on-year growth for P&G's brand even in its toughest markets..." The power of the female pursestrings at play yet again...

What do you think... any of these articles strike a chord with you?

Are you a leader? Who is your role model? And what is your plan?

Tue, 29 Nov 2011 05:46:00 GMT

Last week I spent the better part of two days with Christine Nixon at a course called Women Achieving and Flourishing put on by Our Community in Melbourne. If you get the chance to attend one of these programs in the future (register at OurCommunity if you’d like to be informed), I can highly recommend it.

My goal in attending this program was to take some time to focus on what kind of leader I want to be in 2012, and it was a fruitful and humbling experience: fruitful because it was the first time since I-don’t-know-when that I’ve sat and just thought about my own career and personal development; and humbling just to be in the presence of such a capable and experienced leader. Here is a woman who’s devoted her life’s work to serving the community; who overcame serious cultural deficiencies in the Victorian Police to completely overhaul law enforcement across the State; and who still is prepared to give more of herself to see other women shine in their own endeavors. Humbling indeed.

But while it’s ok to be humbled by the leaders we see around us, that’s no excuse for not stepping up. We are all leaders in our chosen field – whether we’ve led an entire Police Force or a department or even a local community group – it’s the mindset of leadership that gives us the job title.

One of the interesting things that Christine asked us all to do was to nominate a woman leader we regarded as a role model. There were almost 100 women in the room and almost as many nominations – from Julia Gillard to Quentin Bryce, Hilary Clinton to Margaret Thatcher, and from Christine Nixon to Carol Schwartz. We discussed all their varying qualities and contributions ranging from grace to warmth, but most of all courage, and developed our own profile of what leadership attributes we most admired.

I think this is such a valuable exercise. It’s just so important to take the time to consider the kind of leader you want to be:

Will you lead a large team or a small but complex one… like your family perhaps... :-)
How would you have others describe your leadership style?
What will success look like for you?
How will you get to your end goal?
Who will support your success – through providing solutions, lending support, opening doors or celebrating the wins with you?

Your thoughts?

TEDxUltimoWomen in Sydney next Friday - callout for speakers and registrations

Tue, 29 Nov 2011 20:56:00 GMT

Those of you who are fans (like me!) of TED.com will be inspired to learn that TEDxUltimoWomen will be held in Sydney for the first time this Friday at Vibewire Hub, 525 Harris Street Ultimo (thanks go to Annie Le Cavalier from Vibewire who has generously provided the space and setup for TEDxUltimoWomen).

Do you have an idea worth sharing?

The organisers of TEDxUltiimoWomen are currently talking to interesting women interested in presenting and would like to hear from you! Talk formats are 5 minutes or 10 minutes. And if you would like to speak - please let me know. I know many of you are doing great work in the world and I'm happy to make the introductions. Just nominate yourself by posting a a comment here on this blog, and I'll do the rest.

Themes for TEDWomen this year are Resilience Relationships ReImagine ReBirth... and I know you have some interesting views on that. We all know great women doing important relevant work who are not household names. And some of them should be. Now is time to nominate these women to speak.

And you can register now to attend TEDxUltimoWomen. There are seats for just 50 participants. So register now if you're in Sydney before you miss out.

Thumbs up to Virgin's Velocity Rewards - frequent travelers can now take parental leave without losing status credits

Tue, 29 Nov 2011 21:02:00 GMT

Every now and again I come across a business doing something that I think makes really good sense. This is one of them. So good on you, Virgin Australia, for giving our status credit it's own parental leave when we take it too.

Those of you who travel frequently will understand the benefit that comes with status credits. And how easily those benefits - like express check-in, baggage allowances and lounge access - can slip through your fingers when you have extended periods where you can't travel. The good news is that if you travel with Virgin, and participate in their Velocity Rewards program, you won't lose your status credit just because you take time out for parental leave.

All Silver, Gold and Platinum members of Velocity Rewards have the opportunity to pause their membership for a 6 month period if they are expecting a new addition to the family. Following this pause, members will resume their membership status for a further 12 months. What they're doing here is recognising the value of their most important customers: frequent and business travellers. Very clever indeed.

Click here for more details if you're keen to check it out. Just one example of how your gender balance branding can extend beyond just your employees to some of the other important stakeholders in your business...

Now over to you: how are you serving - or how could you better meet - the needs of the female economy and especially those loyal women who support your business the most?

Have you booked yet to get up close and personal with George Clooney... oh, and Martha Stweart, Muhammad Yunus and more

Fri, 11 Nov 2011 03:02:00 GMT

If you haven't already booked yet to see George Clooney and all his mates in Sydney on 12th December, time and spaces are running out! New pricing and seats have just been released so you can now book via The Growth Faculty:

Premium Seating: $1100
Premium Seating - Sphinxx Member Rate - $880 (Use promo code sphinxx when you book)
Includes refreshment breaks and networking lunch
Register www.growthfaculty.com.au

Additional General Seating tickets have also been released for $595 (terrace seating, no catering)
These ones are only available when you book through Ticketek.

So over one of my famous pasta dinner parties I quizzed Karen from the Growth Faculty on just what we can expect from the fantastic line up at the Global Leadership Forum in Sydney (well, ok, you're right, I really just wanted to know about George but I'm allllmoooooost as excited about the rest of the speakers and hearing their advice on leadership, entrepreneurship, innovation and growth).

Karen tells me she wanted to bring us a lineup of CEOS that had not only changed the way they did business - and achieved great success in the process - but also changed the entire game plan of business in the process.

The result is a program of leaders who have revolutionised the way we communicate, invest, shop, use technology act and live.

When you look at the lineup you have to ask yourself (1) when did you last see a lineup like this; (2) who wouldn't enjoy hearing from these amazing speakers; and (3) what should I wear for the day?!

Here's a reminder again of the lineup, and you can book your tickets here

George Clooney: For the last five years, George Clooney has been focused on leveraging his celebrity to get people to care for something more important than celebrity – in particular the issues of Southern Sudan.
Clooney said, “There is more attention on celebrity than ever before—and there is a use for that besides selling products….My job is to amplify the voice of the guy who lives in Darfur and is worried about his wife and children being slaughtered.”
Martha Stewart: This one-woman powerhouse has had more inﬂuence on how Americans, eat, entertain, and decorate their homes and gardens than any single person in our history. Now, during a rare visit to Australia, Martha Stewart will share the insights she has gained over her expansive career; in particular how she’s exercised her personal strengths to build a highly visible, successful and admired brand that is leveraged across a remarkable range of channels.
Stewart said, “Without an open mind, you can never have great success!”
Michael Fertik: Michael Fertik founded Reputation.com with the belief that people and businesses have the right to control and protect their online reputation and privacy.
Fertik said, "Everybody likes to believe in transparency, until it affects their personal and professional lives. We're reaching a tipping point, where radical transparency is getting close to radical invasion."
Russell Simmons: Since rising out of the New York City streets over 25 years ago, Russell Simmons has helped create ground breaking ventures including Def Jam Records, Phat Farm, and Def Comedy Jam, and is known the world over as “The CEO of Hip Hop”.
Simmons said, “I know some people say “Keep your eyes on the prize” but I disagree. When your eyes are stuck on the prize, you’re going to keep stumbling and crashing into things. If you really want to get ahead, you’ve got to keep your eyes focused on the path.”
Jeff Taylor: From the advent of job sites like Monster.com and social networking sites, the Internet has completely changed the dynamics of the employer-employee relationship. Jeff Taylor takes a fascinating look at the current employment environment and the challenges today’s organisations face.
Taylor said, “I asked my clients what they thought of the Monster idea. My biggest client said, “Not only do I hate the name, I don’t like the business idea. No one will look for a job during the day while they’re at work”. The most popular time to look for a job is on Mondays at 2 p.m. in a rolling time zone all around the world.”
Muhammad Yunus: By pioneering microcredit, Muhammad Yunus developed a visionary new dimension for capitalism to serve humanity’s most pressing needs which he calls “social business”.
Yunus said, “I went to the bank and proposed that they lend money to the poor people. The bankers almost fell over.”

So what are you waiting for... I hope you'll book now and spend the day with me on 12th November and this awesome cast of inspiring leaders.

Support National Adoption Awareness Week -

Fri, 11 Nov 2011 02:16:00 GMT

This week is National Adoption Awareness Week (NAAW) and I must send a huuuuuuge thank you to Karen James at Women in Focus for inviting me to fundraising breakfast for NAAW yesterday... Not just any breakfast, of course, but I had the chance to share a table and breakfast with Deborrah-Lee Furness. Deborrah-lee is the founder and Patron of National Adoption Awareness Week (oh, and of course she's also the wife of Hugh Jackman!) and shared her views why adoption needs an overhaul.

Along with the 1400 other women at the Business Chicks Breakfast, Deborrah-lee engaged us in a journey of learning and loving - and her dream for the notion of adoption to be abolished altogether. Deb see's herself not as an adoption advocate, but an advocate for kids and she says she won't rest on this issue till all of the 148 million kids who are orphaned or abandoned around the world have a loving home and family to support them.

Australia is the second lowest adopting country in the world - which hardly makes sense when you consider how lucky we all are.

You can support NAAW 6-13 November by visiting the website and getting involved.

Lunch with Ray Martin - join our table for lunch with Ray in Sydney on 23 Nov - or dinner in Melbourne on 16th Nov

Fri, 11 Nov 2011 01:47:00 GMT

We all grew up with Ray Martin... on 60 Minutes, A Current Affair and sometimes The Comedy Company!? Network Central is hosting a lunch with Ray on 23rd November and I thought it would be fun to book a table - would you like to join me for the launch of the silly season?

Lunch includes two courses, a sneaky glass of wine (or softy if you prefer), good coffee and great conversations, of course!

There's also a few places left for dinner in melbourne next week at Nobu Restaurant, Crown Casion - including 2 courses, 2 glasses of beautiful Victorian wine and more great coffee and conversations!

Be quick - there's only 8 places for each of these events - book here while spots last.

Winners of 2011 EOWA Business Achievement Awards announced - CSL, NAB, Maddocks and Rio Tinto amongst winners

Fri, 11 Nov 2011 01:38:00 GMT

Finalists and winners in the 2011 EOWA Business Achievement Awards were announced this week to recognise organistions that are implementing innovative programs to enhance women's workforce participation, and individual leaders who are champions for change in supporting and advancing women in business.

Winners and finalists across the various categories were acknowledged by Helen Conway, Director of EOWA, for the contribution they have made leading the way in creating equitable workplaces for their employees, including:

The Minister's Award for Oustanding EEO Initiative or result for the advancement of women:

CSL Limited for practices aimed at increasing retention rates of employees post-parental leave, including the provision of on-site childcare facilities.
Catholic Education Office, Diocese of Wollongong for promoting flexible work practices (with 95% of flexibility requests accommodated) and the development of its 'Working Parent Toolkit' and the 'Teachers Sharing Teaching' strategy that have delivered positive results for women at CEO in their working and personal lives.
Hayman Island Great Barrier Reef for increasing the number of female managers through extending family accommodation in non-management roles, providing Kids Club facilities for children of employees, accommodating flexible start and finish times in various roles.
The University of Sydney, for establishing two fellowships designed to assist female academics and carers in developing a more intensive research focus in their careers.
Madocks law firm for its initiatives taken to increase gender diversity at partner level including the internal promotion of four women to partnership roles.

The Exxon Mobil Award for Oustanding EEO practice for the advancement of women in a non-traditional area or role:

Downer EDI engineering and infrastructure services for its strategy to employ indigenous women, with 14 indigenous women currently employed across Downer sites.
National Australia Bank for its Board Ready initiateve that educates senior women at NAB about its subsidiary board operations and prepares the for directorships with subsidiaries and community partners.
Rio Tinto Iron Ore which has achieved its target of 20 per cent representation of women in senior management roles through is development and mentoring programs for women (22.7% of senior leadership are women and 21.3% of employees are women).
St Barbara Limited mines for its gender diversity initiatives focused on return to work strategies for women.
James L Williams Pty Ltd engineering solutions for its initiative to include female apprentices in non-traditional areas of work.

Commonwealth Bank Diversity Leader for the Advancement of Women Award:

Phillip Jones, Senior Partner and Chairman, Maddocks (law firm)
Helen O'Brien, Assistant Director, Catholic Education Office, Adelaide
Kerry Thomas, Employee Relations Manager, L'Oreal Australia Pty Ltd
Sally Macindoe, Partner and Chairman of the Partnership Council, Norton Rose Australia (law firm)
Katie-Jeyn Romeyn, General Manager Human Resources, St Barbara Limited

Australian Industry Group award for Leading CEO for the Advancement of Women:

Ralph Norris, Chief Executive Officer, Commonwealth Bank of Australia
Karen Spiller, Principal, St Aidan's Anglican Girls' School
Deborah Waterhouse, Vice-President and General Manager, Australia & New Zealand, GlaxoSmithKline
Alan Robson AM, Vice Chancellor, The University of Western Australia
Gail Kelly, Chief Executive Officer, Westpac Banking Corporation

IBM Award for the Leading Organisation for the Advancement of Women (less than 800 employees)

Amgen Australia Pty Ltd
Catholic Education office, Adelaide
Henry Davis York (law firm)
ITC Ltd (higher education and training)
ASX Limited

Leading Organisation for the Advancement of Women (more than 800 employees)

National Australia Bank
Australian Catholic University
Corporate Express Australia Pty Ltd
Westpac Banking Corporation

The full report can be accessed here. Do you work for one of these employees? Are these Australia's best employers for women? I'd love to hear your thoughts...

Are people your greatest asset? Then your executive and board must include people expertise, and that probably means more women

Fri, 11 Nov 2011 00:43:00 GMT

I have a question: if people really are the greatest asset in any business (as many would say), why is it that HR professionals are paid less than those who manage the financial, property and operational assets of almost any business? Why do the so-called "soft skills" and "support roles" harbor less pay, promotional prospects and prestige than the functional and “line” roles, and does it have anything to do with the former being mostly held by women?

I got to thinking about this on Tuesday night when, after being stranded at Sydney airport in the midst of a storm for almost 5 hours, my flight was cancelled. Along with hundreds of others I found myself queuing til 11.30pm to make alternate travel arrangements. (Many of you commented on my blog about what Qantas is learning about women, our loyalty and the way we buy, and I can’t help wonder if that jinxed me this week!)

You might think this would be an incredibly frustrating experience, but fortunately the project manager had a business travel disaster plan deployed in no time at all, and I’m sure that saved my sanity. (BTW if you find yourself in the same situation, I highly recommend you follow suit, it goes a bit like this:

Make your first port of call the airport spa and book in for a quick back and neck massage
Kick back with a beverage of choice in the most comfortable waiting area you can find, repeating your new mantra “this too will pass and is beyond my control!”
Work your way through the bag of magazines and catch-up reading you’ve packed for the flight
Once you’ve reached the point of no return (or no flight, in this case) send text messages to cancel the meetings you’ll miss – provided you indeed have the mobile phone contacts for everyone you’re meeting with!)

The caveat of course is that, if you’re travelling with kids, it all goes out the window and then nothing will save your sanity – or that of the people around you – and so I cannot tell you how grateful I was to be travelling alone this week!

Anyway, back to the people issue: there must have been thousands of passengers rescheduled that night and I must say – from what I observed – the airline staff did an amazing job of managing a very difficult situation. Which got me thinking about how important people are to any business.

Of course we hear that all the time, “our people are our greatest asset”, but how often does a business really live and breathe that belief? And invest in making its people the very best they are capable of being? How often is the strategy of the business driven from a cornerstone of human capital, and how well do we motivate our people to execute the strategy?

And then there’s the big one: why do we pay people leaders less than those managing other aspects of the business?

I’m sure Alan Joyce would concur that things can go horribly wrong when we miss the mark with our people, and of course he’s not the only one. Yet in my experience as a management consultant, I saw more strategies built on product and distribution and geographical objectives than on the one true thing that cannot be replicated: the people and culture of the organisation.

Yet for some reason we just don’t value people leaders in the same way as other business leaders, and perhaps that’s part of the gender balance puzzle.

Ask anyone in the recruitment game what sort of career path will get you to the C-suite and they’ll tell you to take a “line” role, with profit and loss responsibility, and to brush up on your financial acumen. Numbers, after all, are the international language of business. But there is no business without people.

Ask any director for advice on building a board career, and the same will ring true: the top skills they’re usually looking for involve audit and finance, compliance and law… just about anything, for that matter, except leading and managing people.

Of course when the majority of HR and people roles are held by women, this creates a conundrum: how do you retain and develop these women, when there’s limited progression opportunities in their chosen field. Frequently these women are moved away from their passion and into “line” roles, and all too often they then leave – to start their own business or to take another HR role elsewhere.

Women who’ve worked their way through the HR ranks tell me they’re not considered for executive roles, on the basis that they don’t have enough business experience. And yet we’ve all seen the bloke promoted into his first executive role by taking a shift from the business to an HR portfolio.

I can’t tell you how many times I’ve seen this play out: apparently the women who’s only had HR experience isn’t suitably equipped for an executive role; whereas the “numbers guy” with no qualifications or experience in people related disciplines can be “given a shot” with the most prized asset of the business.

Likewise it’s rare that a board will recruit for people skills. So when they’re setting the strategy, who’s providing the people expertise? The consultants? Or accountants? Or lawyers?

It’s just a thought, but allowing women – who hold the majority of HR and people roles across the board – to continue in their chosen field and bring their expert people skills to the executive team and board room table could be a win-win. It would deliver more balanced leadership; it would improve the gender balance; and it would protect the greatest assets in our businesses today.

Like I say, it’s just a thought… but perhaps you have an opinion to share?

Leadership lessons with Christine Nixon - 2 half-day events in Melbourne on 16/17 November

Thu, 03 Nov 2011 05:14:00 GMT

When I'm in Melbourne this month I'll be taking the opportunity to invest in my own leadership development via Our Community and the forthcoming leadership development programs with Christine Nixon.

This program looked like something I couldn't miss the chance to attend - having recently seen Christine speak at a Network Central breakfast and been inspired by her career success, emotional resilience and down to earth advice.

I'm attending on both days - but you can also choose to attend just the Women Achieving and Flourishing workshop on 16th November, or the Women Leaders - Taking the Next Step workshop on 17th November.

At the time of writing this post there were still spaces available - though I'm not sure how long they'll last so you might want to get online quickly if this is of interest to you.

Are you businessowner? Could you share your experience to help other women in business?

Thu, 03 Nov 2011 04:56:00 GMT

The Australian Women Chamber of Commerce is conducting the first Women in Research national research project is calling for women in business to stand up and be counted! You can poll anonymously or you have the option to win prizes to the total value of more than $8,000 by entering your details.

It takes just 10 minutes to do this survey, which will be used to assist with future policies and programs to help you and women in business across the country. To do the survey, go to awcci.org.au

Women Make Excellent Entrepreneurs in the Digital Age - and this is why!

Thu, 03 Nov 2011 04:49:00 GMT

This article by Nellie Akalp tells us what we already know about women entrepreurs: they are thriving in the new economy and this is why:

The growth in women-owned businesses can partly be attributed to sheer necessity: increasingly, families must rely on a dual-income household and many women find escape constraints of paid employment by starting their own business.
Entrepreneurship in the digital age lends itself to childcare - and I've spoken at length about why childcare is not a welfare issue, it's a productivity issue for all economies.
Women possess strong communication skills and social intelligence, they make good listeners and they are likely to collaborate - skills which are essential in the online world.

You can read the full article here - and thanks to Lara at Social Rabbit for sharing.

More than 25 percent of Australian employees believe their employer would choose a man over an equally qualified woman

Thu, 03 Nov 2011 04:33:00 GMT

HR firm Randstad recently conducted a survey of approximately 400 Australian workers and found that only 40% of the male respondents say their employers, when looking for new managers, take into account the current number of men and women in higher management positions, compared to 25% of female respondents. Randstad chief executive Fred van der Tang says it is concerning that only a quarter of women recognise their employer’s efforts to address gender imbalance.

“It’s also of concern there is such a large disparity between the perceptions of men and women when it comes to the efforts of their employers to recruit more women into leadership roles,” he says. “If men believe one thing and women believe another, something is clearly missing.”

28% of survey respondents say even when there are equally suitable candidates, their employer tends to choose a man, regardless of the current male to female ratio; while more than a third say they would prefer to have a man as their manager, compared to only 20% who say they prefer to have a woman in charge.

And while 44% of females say they prefer to work with men, only 23% of females say they prefer to work with their own gender.

Thanks to Carol Schwartz for sharing this research link.

What Qantas is about to learn about women, our loyalty and the way we buy

Thu, 03 Nov 2011 04:17:00 GMT

We need to talk about Qantas. Or at least, everywhere I go, the women I meet are talking about their reaction to the Qantas dispute and what they're going to do about it. I flew to Adelaide last week for a speaking engagement with CPA Australia (hello to all the lovely ladies from SA who participated!) and decided to stay on with Ethan for some Grandma and Grandpa time. So there I was when Qantas announced it’s grounding on Saturday. By the time I flew home on Tuesday, my flights had been changed to Virgin (again) and my once unquestionable loyalty to Qantas had been changed forever.

As a professional speaker I get to spend a lot of time in airports and, ideally, in planes that actually get up off the runway. The recent industrial action has been a nightmare for those of us who travel regularly – I know many of you also travel for work and so you may have been caught up in it too.

Despite my passion for everything Australian, over the past couple of months I’ve had no option but to book more and more of my flights with other airlines: I would have missed a conference in Brisbane altogether had I flown Qantas (as one of the other speakers did), but more importantly, travelling with a toddler requires predictability. I just can’t afford to be stranded on the other side of the country, with a two year old in tow, at the behest of a corporation at war with its workers. Do you know where I’m coming from?

But even though I’ve been flirting with other airlines, I was still locked in to my love affair with Qantas. I have Qantas Club membership for comfy airport check in; I have affiliated credit cards racking up Qantas Frequent Flyer points; and I have the status credits that give me the good seats on long flights. That’s all great, provided you can get up in the air and get home from work, when work happens to be thousands of miles away.

I get that this is not all about Qantas management; the workers appear to be just at dogmatic about their demands as the execs have been on standing firm. From the outside looking in, we’ll never know the half of what’s actually going on in those boardroom mediations.

But what I do know is this: as the woman of the house I am responsible for booking all of my family’s leisure travel. As a business owner who travels several times a month, I’m also responsible for booking a fair swag of business travel. As a time poor member of Generation Busy, I really don’t like being stuffed around. And as a consumer, I have choice. So I’m afraid this time, Qantas, the love affair is over.

Now as Leo in the horoscope, I’m as loyal as you’ll get, so this is not a decision I’ve taken lightly. For at least 10 years, since Ansett went under, I would always have chosen to fly Qantas. I convinced my clients to always book me on Qantas and I defended its pricing on the basis of their great service record. But that changed on the weekend – just as my lounge membership, credit cards and frequent flyer points are all about to change.

I’m sorry to the Flying Kangaroo: I’m seriously patriotic, and I still have some love in my heart for you. I’m not saying I’ll never fly with you again, but you’re no longer my first choice. A bit like that old flame that let me down just one time too many, the time has come to say goodbye. Only this time, I know that it's not me – it’s definitely you.

How about you? Broken up with Qantas lately… or anyone else for that matter?

Please join me for lunch or dinner, or just a coffee, in Melbourne this month!

Thu, 03 Nov 2011 04:10:00 GMT

Well it's been a while... but I'm finally back in Melbourne over the next couple of weeks speaking first on The Female Leadership Journey at CPA Australia networking luncheon next week, and the week after as well at the Executive Assistants Network conference. I'd love to connect face to face with as many of my blog followers and friends as I can while I'm there... after all, it's not much fun being in another city if you've got no-one to share it with!

If you were coming to mine, I'd be happy to have you over for one of my famous pasta networking dinner parties... but knowing how busy you all are I won't ask you to cook! To make it easy, the girls in the office have set up a few breakfasts, coffees and dinners for you to choose from... all you need to do is pick the one that works best for you, click here to follow the links and your seat at the table is confirmed!

- Networking breakfast - Wed 9 Nov - Crown Promenade
- Coffee Catchup - Wed 9 Nov - Crown Promenade
- Networking dinner - Wed 16 Nov - Nobu Restaurant
- Coffee Catchup - Thurs 17 Nov - Grand Hyatt Melbourne

Please note there's just a few seats at each of these - so I'll have plenty of opportunity to hear all your news! - and the booking system will hide the events once they're full. So if you find you can't book in on the links, just drop me a line and we'll work something else out!

I also have some private 1:1 mentoring options available while I'm in Melbourne - if you're interested or know someone who could do with some inspiration - click here for details or feel free to forward this message.

Hope to see you soon in Melbourne!

The Superwoman Myth – and why it applies just as much to men as to women

Mon, 31 Oct 2011 07:51:00 GMT

“It seems that "having it all" - or, if you prefer, "doing it all" - is no longer a question of "can she?" or "can't she?". It is a fact of life”, says Rachel Hills in her weekend article in Sunday Life on The Superwoman Myth. Hot on the heels of Sarah-Jessica Parker’s new movie I Don’t Know How She Does It, Rachel allowed me to weigh in on the debate: do women want it all? My response?

(It’s not) just a woman thing. "I run myself ragged from time to time, trying to maintain a career and spend the 'right' amount of time with my two-year-old son and a husband who's also running his own business," says leadership expert Jen Dalitz. "But it's more a sign of our times than a sign of my gender.

I see men all around me doing the same thing and no one accuses them of 'trying to have it all'." Indeed, exhaustion has become the national norm. Ask anyone how they're doing - male or female, young or old - and the most likely response is "busy". Partly, it's a matter of economics. "People are working twice as hard so they're not the person who gets retrenched," Dalitz says.

I really do believe that men find the current pace of life – and our workplaces – just as challenging as women do. And exhausting. The comments posted on Hills’ article are telling of men and women alike who feel torn in every direction by increasing demands, data, details and debt... and for many men, a desire to be more involved in their kids’ upbringing than their own dads were.

And the challenges are not just about big houses with big mortgages; it’s the simple things too like skyrocketing electricity, fuel and food bills; longer commutes; downsizing workplaces and increasing workloads; and an outdated childcare system.

I frequently receive emails and comments on my blog – usually from women – reminding me that women have every right not to work. As long as we are each in a position to make choose what’s right for us, I’m not about to weigh in on that debate. The key for me is ensuring every one of us can in fact make real choices. (And as far as I see, we’re not there yet.)

My take is that whether you’re pursuing a career or not, life’s more complicated than it’s ever been. For women and men. I’m staying with my mum and dad for a few days at the moment and I’m reminded of dad’s mantra as we were growing up: life wasn’t meant to be easy! What I know for sure is that it’s no easier for women who are caregivers than it is for men choosing the same path. And it’s no easier for women who are working than it is for men.

Men and women both want policies and practices that make blending jobs, families and life more manageable. This will help women and men, and importantly employers gain too – because in my experience, when employees find it easy to stay, they usually do.

It’s not us and them, it’s us and us: we’re all in this together.

Your thoughts?

QLD Rural Women launch new online newsletter - with trip to Yandina Station to win

Fri, 21 Oct 2011 03:12:00 GMT

Congratulations to Georgie and the team at the Queensland Rural Women's Network who launched a new online newsletter this week. If you're a rural woman - or just looking for some inspiration from women who really know how to trail blaze - you can might like to check it out.

The first edition features the opportunity to win a weekend away at Yandina Station Luxury Country Estate, 50% off advertising offer and more.

Click here to access the newsletter online and subscribe.

Want to be mentored by The SheEO? New booking times available in Adelaide, Sydney, Melbourne and by phone/skype

Fri, 21 Oct 2011 03:06:00 GMT

Do you need a mentor? Are you seeking clarity and impact in your career? Looking for someone to challenge your business thinking, while still being heard? Or perhaps you are after a sounding board for advice?

You can now book in for mentoring sessions with me in Adelaide, Melbourne, Sydney and by phone or skype - as women as far afield as Hong Kong, Far North Queensland and Perth are doing...

“I love Jen’s no nonsense approach, she is very straight talking and makes me think about what and more importantly why I am doing things. Working with Jen has made me a better business person and has enabled me to focus more clearly on results and achieving them. I’d recommend Jen to anyone who is looking to get results.” Lara Solomon, Managing Director, La Roo Pty Ltd and 2009 Telstra Business Awards Winner

Click here for more information about mentoring packages and options, or to book a meeting online.

5 free passes to Network Central breakfast at Park Hyatt Melbourne - respond by Sunday!

Fri, 21 Oct 2011 02:51:00 GMT

Kim at Network Central has kindly extended 5 guest passes to the Network Central breakfast in Melbourne this Tuesday, 25th October which I'm giving away here! The event kicks off at 7am at the Park Hyatt - with ample networking, a beautiful hot breakfast and guest speaker Leharna Black presenting on The Humanity of Business Transformation – Beyond Six Sigma and TQM. There will be tips on what every organisation can do to profit though it's people... and build a sustainable competitive advantage through becoming a place where people truly want to work.

To request one of the 5 free passes on offer , simply email Kim by Sunday 23rd October. It should be a great event, so enjoy!

Bringing men on the journey towards gender balance – 4 signs of hope!

Fri, 21 Oct 2011 02:34:00 GMT

How do we bring men on the journey towards gender balance? I’ve long been pondering this question… and I’ve long observed that the only progress more glacial than the advancement of women into leadership roles is the journey of men towards enlightenment. However I've observed four things over the past fortnight that give me some hope that perhaps we're right on the cusp of some significant change:

High profile men are beginning to talk about women in leadership as a key business issue. I wrote earlier in the week about the business letter launched by the Male Champions of Change. I’ve never seen anything like this in my global research and when you consider who the authors are and all the important priorities that must come across their desks, it’s a very promising sign.
Men are beginning to acknowledge this is a brave new world for them. On Wednesday I attended the launch of the new AIM Gender Diversity in Management Greenpaper (which I’ll write more about later) and one of the speakers was Serge Sardo, CEO of AHRI. Serge shared his vulnerability in this space: he’s not an expert in gender balance and he’s learning on his feet. In fact he was raised in the southern Mediterranean culture and admitted (as a son) that “his mother peeled his oranges and poured his drinks”. In other words he, like many of his contemporaries, are first generation gender equals and his personal frame of reference is having to completely flip in order to meet his own expectation of equal opportunities and entitlements for both his son and his daughter throughout their lifetime.
Even boys are beginning to call for change. You might have heard about the work High Resolves is doing in its Global Citizenship Program with school students. One of the projects produced last year by students at Sydney Boys High is this Gender Equality Project – in which a group of teenage boys acknowledge the injustice of gender inequality. It’s certainly a promising sign for the future of gender balanced leadership...
Men are making choices that would never have been contemplated by their fathers. This morning I decided that Master E and I would both have a late start, so before Daycare we took an impromptu early morning excursion to the Zoo. And it’s sights like this – two dads with their kids doing exactly the same thing – that really left me thinking, the times they are a changing.

One thing I know for sure is that my father – and my husband’s father – would never, ever have done this!

So for sure, the change is slow… but it’s change nonetheless…

Your thoughts? Are we seeing enough social shift? Do we need to do more? Or is there enough change afoot to support gender balance in business and leadership?

Australia’s male Champions of Change share their experiences in promoting gender balance within their business

Tue, 18 Oct 2011 05:11:00 GMT

Fifteen of Australia’s top CEOs have produced a business letter outlining their experiences in elevating the representation of women in leadership, stimulating thought and discussion on the issue. What is unusual of the report though – and what we’ve come to expect from the gender balance debate – is the absence of women contributors. Instead, the report launched in Sydney last week by The Governor General, Quentin Bryce, features insights from an all-male “Champions of Change” group.

The elevation of gender balance from a women’s issue to a core business issue is a major advancement. When 97% of all CEOs and 98% of company chairs in our top public companies are men, it’s superfluous to ask the women why they’re not making it: they’re not the ones making the appointments, after all.

Better to focus on the leaders with the power to drive change and influence their business – the men – and that was the rationale behind The Male Champions of Change initiative launched by Commissioner Broderick in 2010. Members of the exclusive group include the CEOs of Woolworths, Telstra, IBM, Deloitte, Qantas, Citi, Commonwealth Bank and more.

Eighteen months on, and what have these top CEOs learned from the experience? This is the subject of the new business letter, and has been summarized by its authors across 3 key phases:

Phase 1: Getting in the game. This is about putting gender balance firmly onto the CEOs agenda and all of Male Champions have achieved this. Analysis has begun, data is scutinised, Gender Diversity Councils have been formed, barriers and challenges to the promotion of women have been brought to the surface, and programs and enablers to support women are being identified. Despite all the energy and investment though, this phase is very much about discovering “what we need to do”.

Phase 2: Getting serious. This is where the CEO shifts from being interested to being truly committed. Some of the Male Champions have made this shift, and are giving the issue of women’s representation in leadership the same treatment as other transformational business objectives. There’s a transition in responsibility from HR to the line, from the top down, and the same measurement and management disciplines are put in place as for other business priorities. Success in this phase could include key appointments that break the old paradigm, challenge and overcome bias, and interventions to existing talent and recruitment policies.

Phase 3: Capturing diversity advantage. This phase takes women’s representation as a business issue to a higher level—by regarding it as a cultural imperative. This describes the highest aspiration and most of the Male Champions see themselves as still far from this end state. To make the transition, they are looking to engage people from all parts of the organisation who are committed to the goal of creating an inclusive leadership culture and they intend to weed out entrenched bias and barriers, including mainstreaming flexibility in the workplace.

* * *

‘I believe that having women in leadership is important for businesses. In the past, I’ve worked with people who don’t share my conviction. That doesn’t mean I give up. I just make them accountable and push until they take action. Once they start, their conviction is bound to grow.’

Kevin McCann AM, Chair & Non-Executive Director

* * *

I like this report because it acknowledges the successes and also the failures of organisations to fully harness their top female talent – and then suggests a pathway forward. There are some helpful tips and anecdotes, some great case studies, and practical resources that any business leader seeking to create gender balance would find helpful. To access the full report, click here.

Australia's first female Prime Minister and Governor General to greet Queen as new equal rights for female royals tabled

Tue, 18 Oct 2011 04:54:00 GMT

For the first time in history, Australia's Monarch Queen Elizabeth II will be greeted here by a female Prime Minister and a female Governor General at a Commonwealth Heads of Government meeting that will have a special focus on women in leadership roles, and a discussion on British plans to change the royal succession laws to allow first-born girls to reign.

Just goes to show, we've come a long way, that's for sure!

Women get a raw deal in sport - is this flowing on to our leadership pipeline?

Tue, 18 Oct 2011 04:53:00 GMT

According to a new article on MamaMia, women are just not getting a fair go when it comes to media coverage of women's sports. Did you know that:

Women make up just 9 per cent of all sports coverage in Australian TV news and current affairs – horseracing sits at 10 per cent
When the men’s cricket team lost the Ashes in January, there were 25,426 media reports. When the women won, there were 2,780.
Organisers for the London Olympics have priced tickets to female events well below their male counterparts
At 10 years of age, 64.6 per cent of girls play organised sport; by age 35, it’s 12.8 per cent.

Is there a causal relationship here, do you think? Certainly food for thought... and sport...

Calling for nominations for the AIM Young Manager of the Year - let's make sure it's a woman who wins!

Tue, 18 Oct 2011 04:30:00 GMT

The Australian Institute of Management is calling for nominations in its Young Manager of the Year award... do you know someone who may fit the bill?

I've written before about the awards process and why more men get onto the Australian Honors roll than women... because more men get nominated in the first place!

So... if you're a young manager aged 18 to 30 who has made your mark in management, why not throw your hat in the ring? Or if you can think of someone whose leadership excellence inspires and develops the potential of others, here's your chance to put the spotlight on them and the difference they're making.

Click here for more information and details on how to nominate. It would be great to see this award go to a young female leader, that's for sure.

Australia appoints inaugural Global Ambassador for Women and Girls

Tue, 18 Oct 2011 04:21:00 GMT

Australia will be at the forefront of global efforts to promote the role of women and girls with the appointment of Penny Williams as Australia's first Global Ambassador for Women and Girls. According to a statement by Prime Minister Julia Gillard, Ms Williams' role will ensure the needs of women and girls are properly represented in Australia's overseas development program and in foreign policy more broadly.

The Ambassador's priorities include co-ordinating and promoting Australia's work to eradicate violence against women, improving access to services for women, the protection of women and girls in conflict zones and increasing the representation of women in leadership roles.

One very simple, quick and FREE thing that YOU can do today to help feed those in need

Tue, 18 Oct 2011 04:20:00 GMT

Ronni Kahn is the founder of OzHarvest, a former Australian of the Year and a very dear friend of mine. She is one of the few people I know who simply doesn't take no for an answer, and that goes a long way to explaining how and why OzHarvest has been able to rescue 8,131,939 meals (as of today!) that have been redistributed to those in need.

That means that over 8 million individual meals - that would otherwise have been landfill before OzHarvest came along - have made it onto the dinner tables of those who are down on their luck, on the fringes of society or who just need a helping hand. But Ronni has so much more she still wants to achieve.

And if you're on facebook, you can help! Because Ronni has been shortlisted for the Vodafone Grahame Maher award - which carries a prize of £100,000 that would enable OzHarvest to do so much more.

PLEASE HELP by voting for Ronni, by logging into your Facebook account and following these simple steps:

-    Click on this link (or copy this into your browser: http://www.facebook.com/worldofdifferenceau?sk=app_168715889878131 )
-    Click 'like' page
-    Click on 'vote now' (in red box, just below videos)
-    You then need to 'allow' for permission
-    Check box for Ronni Kahn and click 'vote'
-    Click 'share' to share with your facebook friends!

Thanks in advance for supporting the cause - and fingers crossed for you Ronni!

2011 Dream Employers announced... so who are our employers of choice?

Thu, 13 Oct 2011 03:51:00 GMT

This year 7,100 people voted to determine Australia and New Zealand’s top 20 Dream Employers of choice. So who made the list?

Here's the Top 10:

Google
Self-employed
Virgin Group
Qantas
Apple
Microsoft
OMD
The Walt Disney Company
BHP Billiton
Getaway

(And you can access the full list here.)

Did you employer make the list? Or perhaps you've worked in one of these companies? Would love you to share your views with a comment here on the blog on what you think make these companies such a great place to work...

Gender quotas extended to boards of 7 major Government Business Enterprises

Thu, 13 Oct 2011 03:48:00 GMT

The Government has announced an extension of its election promise to have women appointed to 40 per cent of government board positions by enforce gender quotas on the boards of its major business operations - including NBN Co, Australia Post, Medibank, Australian Rail Track Corporation, Australian Submarine Corporation, Defence Housing Australia and the Australian Government Solicitor.

The Government has given all its boards until 2015 to meet the requirement for women to occupy at least 40% of all Government board positions, after which the target will be reviewed.

There are 476 boards across all federal departments, on which women make up 33.3 per cent of all directors. The ratio for the government business enterprise sector is 29 per cent.

The Minister for Finance and Deregulation, Penny Wong, made the announcement this week and had previously declared her support for the ASX diversity guidelines, adding that with so many companies requiring prior board experience, the Government could play a role by helping women secure their first board appointment on one of the many Government boards.

On this issue of quotas, I'm currently compiling a list of gender balance targets and quotas from around the world - if you have any insights to share, links to research surveys or information about what your organisation is doing, please drop me a line.

“Mother guilt” at work… why I loath this term and why it’s time to do away with it!

Thu, 13 Oct 2011 03:38:00 GMT

It could be just my interpretation, but I loath the term “mother guilt”. It seems to me that labels like this do nothing to support the self-confidence of mothers – and it’s certainly not a draw card for career-minded women deciding whether and when to embark on parenting.

My sentiment was evoked when, speaking at a women’s networking event, someone asked me during Q&A “who looks after your son when you’re working (it was an evening function) and do you have any tips for overcoming mother guilt”. It seemed an odd question for her to ask me, since I’m hardly a textbook mum. But I responded with my usual way: “well my Beagles are great babysitters”... Now of course this isn’t true – they eat all his food and won’t even let my son into their kennel any more since he took to jumping on them – but fortunately he has a dad as well as a mum and for better or worse, I’ve always assumed that his father was equally capable of caring for him as me... The guilt bit had me stumped though.

Afterwards, in the cab on my iPad, I googled the term “maternal guilt”… and found 2,730,000 hits offering advice, studies and checklists for overcoming it. Like this article. Then I googled the term “paternal guilt” and got… zero hits, because google insisted on redirecting my query to the search term “parental guilt”. Hmmm…

Anyway back to maternal guilt... so I get that parenting is tough. Really tough. I remember (pre-motherhood) when I wrote Little Wins for Working Women, and asked my sisters for their feedback before it went to print. My oldest sister pointed out my glaring (and deliberate) omission of the challenges that parenting presents to working women. I said I didn’t want it to be a book about parenting. She said it was “the toughest job she’d ever taken on”. Three years down the track, I see her point.

So parenting is tough. The choices we make aren’t easy. Juggling is a constant challenge. Childcare options are limited and often don’t help. But guilt isn’t the right word for me, it somehow just seems to perpetuate the angst.

I admit to feeling a deep concern for my son’s wellbeing, particularly when I leave him in the care of others, but also when he’s in my care and just gets up to no good. Like just the other day when I was on the phone to a client. It was technically my day off, so Master Two-And-A-Half was home.. and mid-sentence I glanced up from my call, through the window to the courtyard, to see him perched high upon the table of the outdoor setting (he’s just started the climbing phase and there’s been several tumbling down incidences of late…).

But I don’t believe for a minute all the hyped up reports that childcare is toxic to children’s brain development, or my son will be obese simply because I choose to work, or all the other crazy accusations that are heaped at parents but at mothers in particular.

Leaving kids with carers is particularly tough for mums and according to the CareforKids.com.au 2007 Annual Child Care Survey a third of parents feel 'mother guilt' is the hardest thing about returning to work. And Harvard Professor Sylvia Ann Hewlitt agrees:

* * *

“A study of the high end labor market demonstrates that 80% of highly qualified women in large corporations have one foot out the door -- they feel they can't cope with the demands of their jobs for more than one more year. This is not because they don't like their work or can't deal with the performance pressures -- 78% adore their jobs and thrive on the challenges associated with them. Rather, they can't deal with a mounting load of maternal guilt.”

* * *

Why does this matter? It matters a lot. Because the talent pipeline will continue to leak our best and brightest women if they can’t find a way to feel good about both their kids and their careers – which means there will continue to be too few women at the top, insufficient role models for workers and for our boys and girls, and huge costs for businesses that lose their top female talent in the emotional tug-of-war.

Now I’m not suggesting that having both a family and a career is the end goal for all women. But for those who take on the task of growing our next generation, and who also derive enjoyment and satisfaction from working even after they’ve become a mum, why wouldn’t we support them in all their endeavours?

It seems to me that when it comes to mother guilt, as women and as leaders and employers of women, we could all benefit by:

Doing away with the labels – labels are just not helpful!
Growing from sharing - a new breed of mothers groups are popping up in workplaces and inviting role models to tell their own war stories of combining motherhood and a career can really help create a sense of solidarity
Recognising the hot spots. Something for employers to be aware of is that for most working parents, the most precious time in their day is the 5pm-8pm timeslot. If you do nothing else, offer flexibility for your working mums and dads to be accessible to their kids at this time. Let them start work earlier or log on later – but don’t make them choose, or they just might not choose you.
Being less judgemental. We all have our own values, it’s core to our being but others may not share them. Women need to support one another, even if they’ve chosen to take a different path. And male leaders with stay at home partners would do well to really get to know the working mums on their teams, and understand that their life choices aren’t better or worse, just different.
Being kind to ourselves. We all need a reminder sometime to “be true and be you”.

Your thoughts? Suggestions? Do you agree... or have I completely missed the mark? I'd love to hear from you on this.

The great Innoxa giftbag giveaway!

Thu, 13 Oct 2011 03:16:00 GMT

Who doesn't love a beautiful gift including handcream, body wash, exfoliator and moisturiser? That's what you'll be getting in your FREE Innoxa giftbag, with every order over $30 in the sphinxx online shop, from now until Christmas.

This offer is for all orders of $30 or more - including books, CDs, DVDs and gifts. Simply select your items as you browse and we'll automatically ship your free gift, with your order.

Offer applies while stocks last - so what are you waiting for? Drop into the online shop and place your order now, before the beautiful Innoxa gift bags run out!

In the media: The SheEO on Lateline Business, the economy, childcare reform, women in business PLUS tips for creating your own PR

Thu, 13 Oct 2011 02:48:00 GMT

Last week I asked to participate in a panel discussion on Lateline Business (ABC1) on the current economic climate and the challenges for small business and women in business. You can view what I had to say here:

I'm often asked how I manage to get this sort of media coverage - and I think that like most aspects of business, it's all about relationship building. In relation to my various appearances on ABC TV this year, it all stemmed from one short grab recorded at a women's leadership event over a year ago. Since then I've stayed in touch with the journo and helped him out on 3 separate stories he's been running. My tips for building a successful 2-way relationship with the media?

1. Be available. Journalists work with deadlines and you need to fit in to their schedule. This may mean you need to reshuffle your schedule, buy hey - how else would you get this sort of exposure, for free?

2. Understand their needs. Ask them if they have a particular angle they're looking for you to address. Never, ever lie - but it's about telling your story from the perspective that will fit their brief.

3. Be a connector. If I'm contacted by a journalist, and the story or deadline just isn't a fit with me, I do my best to recommend someone else I know will be just right. If I do this well, they'll be more likely contact me again in the future, and so it's a win-win for everyone.

I hope this helps... and I definitely encourage you to investigate how you can build relationships with the media to help get your message and your brand out there in front of your customers.

By George, my mistake! Update on earlybird registration for George Clooney, Martha Stewart, Muhammad Yunus and more..

Tue, 11 Oct 2011 05:38:00 GMT

Oh dear in my excitement about being in the same room as George Clooney (sigh!) I made an error in my post yesterday about the amazing Unwrapping Genius Global Leadership Forum on 12th December in Sydney, being held by The Growth Faculty. Now that I've regained my composure, the correct price of $880 per person - a saving of over $500 each - has been listed in the event post.

Sorry for any inconvenience and I'm sure you'll agree at this price you can't afford not to be there and be inspired by Clooney on his efforts to support the people of Southern Sudan, along with empire builder Martha Stewart, Nobel Peace Prize recipient Muhammad Yunus, and a host of other world leaders. Click here for all the details.