10. Turnover is still too high Good inroads to addressing female turnover issues Rate of female promotion from the ADP is lower than male turnover Strong investment in female accelerated development Increase in % female management representation A gap still exists – is it closing fast enough. Focused action on gender remuneration status.
11.
Editor's Notes
Blurb about PB:
Slide is captured to refresh people on our strategy. That we have a series of business initiatives, aimed at recruiting, engaging/ working, developing and retaining our female talent. Big message here is also one of INCLUSIVENESS. There is little about the work of the WN that does not enhance the experience for all staff – males and females.
The next r slides are about giving some insights into progress made to date. These messages will be backed up with enhanced comms about the WN over the next month or so. Goal would be to create the interest and feel free to focus on what you believe is most relevant to your region. This initiative is the one representing the biggest ‘change’ impact in the short term = essentially putting some hurdles in the recruitment process. Needs to be managed right to ensure business remains responsive and supportive.
Carer survey has produced some interesting results. While those that know about our flexible work arrangements feel they are beneficial, we still have a significant awareness issue. Interestingly, these arrangements are only seen as beneficial when strong management support is visible. We will provide more details and insight into the survey in April. Gender salary review – completed as part of our EOWA reporting.
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