2. What is in this session
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1. Introduction
2. What is Gender
Economics
3. The Research
4. Diversity
Economics
5. Applied Project
Management
6. The New Business
Transformation
7. “Commodifaction
of Skills”
8. Business Benefits
– how you can help
3. Construction, Hotel, Transport, Ret
ail and Theatre
Finance and Administration
Business Owner Retail
Computer Science and Technology
Project Management
Managing Director – Synergy
Management Solutions
Studying Sociology
Gender Economics
Married 3 times, 3 children interested
in equality, equity and justice
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4. My story so far
o At 15 – no woodwork for girls (early 70’s)
o At 18 - Denied access to Engineering (mid 70’s)
o At 18 – mother left with nothing (mid 70’s)
o At 19 – no married women (late 70’s)
o At 24 – denied promotion (early 80’s)
o At 25 – denied a loan (early 80’)
o At 30 – faced hostility to promotion (early 90’s)
o At 36 – combated sexual harassment and threats
of violence
o At 39 – started my own company (1997
o And now
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5. Indirect - as
consumers
• Fashion pressure
• Film & Television
• Media representations
• Social Conditioning
Direct - as decision
makers
• Corporate leaders
• Wage Parity
• Policitical influencers
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6. “Approval of the proposal by European Union
justice commissioner, Viviane Reding, to
mandate quotas for public listed companies
in Europe should flash a big red warning to
businesses around the globe that they need
to take diversity seriously.”
Ref: Women on Boards Media Release 15 November 2012
http://womenonboards.org.au/news/media121115-eu-reding.htm
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7. Gender Economics builds on the
theories of diversity and promotes the
Diversity value of gender balance, particularly in
Review
Framework
the area of innovation and creativity. It
recognises the ‘direct input’ of women
to the economy and extends the theory
Diversity that the discipline of economics ”could
Economics be improved by freeing itself from
masculine biases” (Ferber, Nelson 1993:
Gender Economics 24).
Diversity Economics focuses on
the organisational economics of
diversity programs and follows the
concepts of Economic Diversity, ”as a
way to achieve economic stability”
(Wagner 1993) .
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8. The study of the impact of
gender on the economy Diversity
Review
Framework
and the resultant impact
of economic decisions on Diversity
Economics
Gender
gender. Economics
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9. What is Gender
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Gender is the
constructed
view – your
gendered
identity (John
Money 1955)
Your sex is
male or
female
10. o We live in a global world of talent where
Diversity and Gender Economics matter
o ‘Diversity of Thought’vii -new possibilities
o Reducing unconscious bias in our screening
practices and the interview room to minimise
’stereotype threat’ will provide greater access to
talent.
o Gender naturalisation, gender stereotypes and
masculinised language –‘reframe’ viii
o Sourcing practices are changing
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11. “The Asia and Pacific region is losing $42
billion to $47 billion annually because of
women’s limited access to employment
opportunities, and another $16 – $30 billion
as a result of gender gaps in education.”
(Forbes Woman 2011)
The trend to recognise Diversity is gaining
momentum and this means that employers
and managers need to address gender
imbalance.
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12. Title: “The profit impact of organisational
gender Diversity programs”
Currently there is limited information on the success of these
programs and very few metrics exist that can be substantiated.
The aim of the study is to observe organisational Gender
Diversity Programs that are in flight and develop metrics that
can be represented on balance sheets in the future.
Copyright Susanne Moore 2012
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13. 1. Planning
MAJOR OUTPUT: Detailed schedule, deliverables and funding model
2. Identification
MAJOR OUTPUT: A Diversity Program Review Framework, measuring both the
program’s standalone effectiveness from a program management
perspective, and assesses the viability of program’s data for further research.
3. Evaluate and Discover
MAJOR OUTPUT: Interim Findings Document includes Focus group, interview
data, assessment map of potential linkages to the build the financial model.
4. Development
MAJOR OUTPUT: Measurement Framework, Financial Model, Benchmark
Report
5. Delivery
MAJOR OUTPUT: Completed Research Report
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14. “Diversity is not just about tolerating difference, it is also
accepting, recognising and validating it with a full acceptance of
the contributions that this difference brings”
Susanne Moore 2012
Diversity
Review
Framework
Diversity
Economics
Gender
Economics
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15. “Mixed empirical works: There is a recognized
need to do more empirical work, especially to
unpack how efforts to foster diversity impact
the organization and its members. The
empirical data that do exist are mixed.”
Ospina, Hadidy, Caicedo 2011
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17. A recent McKinsey survey found
that of companies that had
made efforts to empower
women in emerging
markets, 34% reported
increased profits, and another
38% said they expected to see
profit as a direct result of those
efforts.
Women make up more than half
the world population, yet are
the most under represented in
leadership positions. Moore, susannemoore.com. Gendereconomics.com
7/03/2013 Presentation by Susanne 17 of 14
18. Stefano Natella, co-head of securities
research and analytics, says: “Greater
gender diversity is a valuable additional
metric to consider when evaluating
investments. The results of our analysis are
irrefutable and for the first time offer a
global view of this topic.”
2 August 2012 Grapevine HR
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19. Gender Diversity = flexibility is to find for returning women.
too simplistic No hard and fast metrics to
Diversity consulting opportunities prove increases in productivity
on the rise and bottom line profit.
Proactive and creative diversity Our geographic isolation shields
programs. us from full recognition of global
Westpac, KPMG, Deloitte, Ernst & economy and hinders innovation.
Young, IBM Diversity pools much larger
Lagging behind other countries in overseas due to geography and
gender equality (UK, US and necessity.
Europe) are often shocked by Intersection of ethnicity, gender
discrimination faced and age are still barriers to many
Political legislation does not women.
match rhetoric. Maternity leave
legislation not conforming to UN –
vILO guidelines.
Lack of quality childcare
limiting, and part time jobs hard
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22. “Applied Project
Management”
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23. o Its about managing complexity
o Its about Diversity of Thought
o Its about new possibilities
o Transformation through enabling innovation
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24. o “Commodifacation of skills”* is not a friend
to diversity
o Does not replace experience
“PMI, MoP® , Management of
Portfolios, MSP®, Managing Successful
Programs, P3O®, Portfolio, Program, Project Office
or PRINCE2® Projects IN a Controlled Environment”
* http://susannemoore.wordpress.com/?s=commodifacation
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25. o Understand the concept of ‘unconscious bias’
o Awareness of the Intersection of age, race
and gender
o Leveraging Cultural differences
o Interview techniques that reduce ‘stereotype
threat’
o Ensuring ‘gender neutral’ conversations
o Flexibility and diversity is not gender specific
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27. Susanne Moore
Gender Economics.com
Phone: +61 439 420 897
Email: susannemoore2256@hotmail.com
Web: www.gendereconomics.com, www.susannemoore.com
Consulting in;
•Strategic Diversity Economics -Strategic Planning at the genesis of Diversity Programs
• Gender Economics – Planning for economic sustainability, policy advice, market solutions
•Diversity Program Reviews - Diversity Program Reviews for Programs that are inflight
• Business Transformation - The “New Business Transformation” –using the research to tap
into innovation
•Diversity Research – white papers, speaking engagements, mentoring
28. i.Committee on the Situation of Women in Economics holds the yearly conference on Gender
Economics in Madrid Spain. http://www.asesec.org/cosme/index_engl.html
ii.(Gender Equality as Smart Economics: A World Bank Group Gender Action Plan (Fiscal years
2007–10), 2006)
iii.Kirsten Gillibrand http://www.kirstengillibrand.com/video/senator-gillibrand-on-the-today-
show-to-discuss-womens-economic-empowerment
iv.Hilary Clinton in Forbes Women 10/14/11 A Solution For A Struggling Global Economy: Gender
Equality http://www.forbes.com/sites/forbeswomanfiles/2011/10/14/a-solution-for-a-struggling-
global-economy-gender-equality/. In 2011 Clinton chaired the first-ever Asia-Pacific Economic
Cooperation (APEC) High-Level Policy Dialogue on Women and the Economy.
v.Sayre, Michael J. Silverstein and Kate ( 2009) “Women Want More: How to Capture Your Share
of the World’s Largest, Fastest-Growing Market”, New York, Harper Business.
vi.Catalyst The Bottom Line: Connecting Corporate Performance and Gender
Diversity, http://www.catalyst.org/publication/82/the-bottom-line-connecting-corporate-
performance-and-gender-diversity
vii.McKinnsey in Forbes Women 2011
Moore, Susanne (2012), “The Commodifacation of Skills, not seeing the wood for the
trees”, http://susannemoore.wordpress.com/?s=commodifacation
.
7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 28 of 14
29. Ospina S, Hadidy W, Caicedo G, (2011), LEADERSHIP, DIVERSITY AND INCLUSION insights from
scholarship, “Research Center for Leadership in Action, March 2011”, Research Center for
Leadership in Action at New York University’s Robert F. Wagner Graduate School of Public Service
viii.Grapevine HR - Gender diversity improves company performance, says Credit Suisse
http://www2.askgrapevine.com/news/hr/article/2012-08-02-gender-diversity-improves-company-
performance-says-credit-suisse/
ix.International Labour Organisation http://www.ilo.org/global/standards/subjects-covered-by-
international-labour-standards/maternity-protection/lang--en/index.htm
x.Research Project www.gendereconomics.com
xi.Diversity of Thought - Jude-Martin Etuka http://www.diversity-is.com/
xii.Simard, Caroline and Gammal Denise (2012) “Solutions to Recruit Technical Women in Anita
Borg Institute.http://anitaborg.org/files/Anita-Borg-Inst-Solutions-To-Recruit-Technical-
Women.pdf
xiii.Eric Knight (2012) “Reframe How to solve the world’s trickiest problems”
http://www.blackincbooks.com/books/reframe
Wikipedia http://en.wikipedia.org/wiki/Gender downloaded 05/12/12
The Times of India (Oct 4, 2012) http://articles.timesofindia.indiatimes.com/2012-10-04/edit-
page/34239918_1_anti-dowry-false-dowry-cases-dowry-deaths, downloaded 6/12/2012
7/03/2013 Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com 29 of 14
Notes de l'éditeur
Gender is a range of characteristics of femininity and masculinity.[1] Depending on the context, the term may refer to such concepts as sex (i.e. the state of being male or female), social roles (as in gender roles) or gender identity.Sexologist John Money introduced the terminological distinction between biological sex and gender as a role in 1955. Before his work, it was uncommon to use the word "gender" to refer to anything but grammatical categories.[2][3] However, Money's meaning of the word did not become widespread until the 1970s, when feminist theory embraced the distinction between biological sex and the social construct of gender. Wikipedia http://en.wikipedia.org/wiki/Gender downloaded 05/12/12
A Solution For A Struggling Global Economy: Gender EqualityClinton: “By increasing women’s participation in the economy and enhancing their efficiency and productivity, we can have a dramatic impact on the competitiveness and growth of our economies.”The Economist found that the increase in employment of women in developed economies during the past decade contributed more to global growth than did China. In the U.S., a McKinsey study found that women went from holding 37% of all jobs to nearly 48% over the past 40 years, and that the productivity gains attributable to this modest increase in women’s share of the labor market now accounts for approximately 25% of U.S. GDP. That works out to over $3.5 trillion – more than the GDP of Germany and more than half the GDPs of China and Japan.Some stat’sYet the barriers to women’s full economic participation – laws, customs and practices that reinforce gender discrimination at multiple levels – remain. Women are over-represented at the bottom of the global economy and under-represented at the top. They constitute a majority of the world’s poor, more than 60% of the world’s hungry, hold less than 20 percent of the world’s land titles despite their dependence on and predominance in agriculture, and are much more likely to be illiterate and face gender-based violence. Among Fortune 500 companies, women hold only three percent of CEO positions and 15 percent of board seats.As a working mother and one of only 17 women in the U.S. Senate, Kirsten is part of a new generation of leaders with a unique understanding of the challenges facing American families and the critical need for economic growth and new jobs. Kirsten feels strongly that women are the key to economic recovery, which is why she started Off The Sidelines, an effort to urge more women to make their voices heard and get involved in all levels of public life.
Increased access to innovation and creativity - women as a ‘direct input to the economy’ rather than an ‘indirect input to the economy’ as mere consumers.
Gender is a range of characteristics of femininity and masculinity.[1] Depending on the context, the term may refer to such concepts as sex (i.e. the state of being male or female), social roles (as in gender roles) or gender identity.Sexologist John Money introduced the terminological distinction between biological sex and gender as a role in 1955. Before his work, it was uncommon to use the word "gender" to refer to anything but grammatical categories.[2][3] However, Money's meaning of the word did not become widespread until the 1970s, when feminist theory embraced the distinction between biological sex and the social construct of gender. Wikipedia http://en.wikipedia.org/wiki/Gender downloaded 05/12/12
How to solve the world’s trickiest political problems?In Reframe, Eric Knight explains how a change of focus can reveal a solution that was lying just outside your frame of vision. From terrorism to global warming, from border security to high finance, he brings a new perspective that is both exhilarating and useful.
A Solution For A Struggling Global Economy: Gender EqualityClinton: “By increasing women’s participation in the economy and enhancing their efficiency and productivity, we can have a dramatic impact on the competitiveness and growth of our economies.”The Economist found that the increase in employment of women in developed economies during the past decade contributed more to global growth than did China. In the U.S., a McKinsey study found that women went from holding 37% of all jobs to nearly 48% over the past 40 years, and that the productivity gains attributable to this modest increase in women’s share of the labor market now accounts for approximately 25% of U.S. GDP. That works out to over $3.5 trillion – more than the GDP of Germany and more than half the GDPs of China and Japan.Some stat’sYet the barriers to women’s full economic participation – laws, customs and practices that reinforce gender discrimination at multiple levels – remain. Women are over-represented at the bottom of the global economy and under-represented at the top. They constitute a majority of the world’s poor, more than 60% of the world’s hungry, hold less than 20 percent of the world’s land titles despite their dependence on and predominance in agriculture, and are much more likely to be illiterate and face gender-based violence. Among Fortune 500 companies, women hold only three percent of CEO positions and 15 percent of board seats.As a working mother and one of only 17 women in the U.S. Senate, Kirsten is part of a new generation of leaders with a unique understanding of the challenges facing American families and the critical need for economic growth and new jobs. Kirsten feels strongly that women are the key to economic recovery, which is why she started Off The Sidelines, an effort to urge more women to make their voices heard and get involved in all levels of public life.
Many forward thinking organisations are undertaking Diversity programs in a bid to attract and retain the right people and they must harvest a diverse talent pool to stay competitive.This talent pool includes women, ethnic groups, Gen Y and Gen X and the instigation of programs to tap into talent in the aging population. This study will focus directly on Gender Diversity Programs, which create an organisational culture where gender inequalities are minimized.
Many forward thinking organisations are undertaking Diversity programs in a bid to attract and retain the right people and they must harvest a diverse talent pool to stay competitive.This talent pool includes women, ethnic groups, Gen Y and Gen X and the instigation of programs to tap into talent in the aging population. This study will focus directly on Gender Diversity Programs, which create an organisational culture where gender inequalities are minimized.
Meaning that some people can not be treated equality as their situation does not allow it. Ie; preferential treatment, people who want to work part time can’t have their output compared with a full time employee
A 2007 Catalyst (US) study found that when Fortune 500 companies were divided into quartiles based on the percentage of women on their boards, the top quartile companies outperformed the bottom quartile by 42 to 66% across a range of financial indicators.A recent McKinsey survey found that of companies that had made efforts to empower women in emerging markets, 34% reported increased profits, and another 38% said they expected to see profit as a direct result of those efforts.Women make up more than half the world population, yet are the most under represented in leadership positions.In a McKinsey survey, a third of executives reported increased profits as a result of investments in empowering women in emerging markets. The World Bank finds that eliminating discrimination against female workers and managers “could significantly increase productivity per worker by 25 to 40%.” Reducing barriers preventing women from working in certain sectors would lower “the productivity gap between male and female workers by a third to one half…across a range of countries.”Forbes
“Firms with at least one woman on their board outperform rivals with no women at the top table”“Overall, blue-chip organisations with at least one woman on the board have outperformed rivals without women at the top table by 26% over the last six years.”“Those with female directors outperform on share price, show a greater return on equity and tend to have less debt.”“The difference made by women has been especially notable during the financial crisis, with stocks with women on the board surging ahead of others."
Meaning that some people can not be treated equality as their situation does not allow it. Ie; preferential treatment, people who want to work part time can’t have their output compared with a full time employee
Meaning that some people can not be treated equality as their situation does not allow it. Ie; preferential treatment, people who want to work part time can’t have their output compared with a full time employee
Meaning that some people can not be treated equality as their situation does not allow it. Ie; preferential treatment, people who want to work part time can’t have their output compared with a full time employee
