BUILDING A GENDER-BALANCED AND INCLUSIVE PRESENCE TEST THE MESSAGES YOU PROJECT

EMBARGOED This is not pink washing or window-dressing. Expectations of women and men are changing. These actions will help to advance the way women are welcomed, engaged, valued and celebrated across a range of sectors. – Elizabeth Broderick, Founder Male Champions of Change

If you are only presenting a male ‘face’ to the world, then you are effectively telling women it is not a place for them. Organisations need the best talent to be successful, so unwittingly turning people away on the basis of gender makes no sense. – Ken Morrison, CEO Property Council of

About Male Champions of Change

The Male Champions of Change is a coalition of CEOs, Secretaries of government departments, Non-Executive Directors and Community Leaders. The Male Champions of Change believe gender equality is one of the nation’s most significant societal and economic issues. Established in 2010, by then Australian Sex Discrimination Commissioner Elizabeth Broderick, our mission is to step up beside women to help achieve a significant and sustainable increase in the representationEMBARGOED of women in leadership. www.malechampionsofchange.com

About the Male Champions of Change Sport

The members of the MCC Sport group represent diverse experience, have a deep personal commitment to gender equality and have extensive reach in Australian sport in both their organisations and the community. They also represent the key sports (in terms of economic contribution) in the Australian landscape. In 2017 they conducted an audit of the ‘public face’ of their organisations as part of wider work to identify and ‘break the mould’ on cultures that may, or may appear to, exclude women.

2 MALE CHAMPIONS OF CHANGE BUILDING A GENDER-BALANCED AND INCLUSIVE PRESENCE 2017 Test the messages you project Building a gender-balanced and inclusive presence

Male Champions of Change aim to achieve gender equality and accelerate the advancement of more women into leadership positions. Creating environments where women from all backgrounds feel welcomed, personally engaged and valued is essential to achieving these goals.

The public presence or ‘face’ of organisations must be addressed as part of deeper efforts to identify and improve organisational cultures that may, or may appear to, exclude women. These can be perpetuated and reinforced through the use of outdated stereotypes, language and imagery, unjustified gender imbalances, symbols of success and barriers to entry.

The discipline of regularly testing the messages you project draws the eye to a range of improvement opportunities - from small to significant. Taken together, there is considerable organisational, community and commercial upside to capitalise on.

The following pages contain details of lessons learned through this process and offer examples of high impact actions that may be directly replicable in other organisations across the following areas:

1. External presence 2. Employee experience 3. Engagement activities 4. Awards, recognition and honour systems 5. Workplace symbols and barriers to inclusion

Male Champions of Change actions in these areas have sought to create more inclusive cultures for women, promote and normalise their roles and contributions and raise the visibility of authentic female role models across multiple sectors.

Thank you to the women and men leaders who have contributed to these audits and led the way in developing a more contemporary face for our organisations.

An imbalance inEMBARGOED language and symbols reinforces a history where women and girls were not included and celebrated in ‘traditionally male’ environments. Many organisations will be able to identify opportunities to address this through genuinely reconsidering the ‘face’ they are projecting, both internally and externally. – James Sutherland, CEO Australia

MALE CHAMPIONS OF CHANGE BUILDING A GENDER-BALANCED AND INCLUSIVE PRESENCE 2017 3 1 External Presence

Have you considered gender-balance in language, imagery and tone in your brand?

Are you reaching out and engaging women in the communication of who you are and aspire to be?

Does your brand relate to the contemporary needs and interests of women you are targeting?

HIGH IMPACT ACTIONS PRACTICAL EXAMPLES

CSIRO Racing Victoria Create an external presence that is inclusive and connects with a diverse range Stereotypes of ‘mad scientists’, Racing Victoria audited its portrayal of current and future men in white lab-coats and of women across social media employees, consumers ‘absent-minded’ professors risked channels and its broader public and partners. alienating employees, future talent, presence. Key teams were involved collaborators and CSIRO’s brand as to ensure its engagement strategy Elevate the portrayal a world-class innovator. The Faces of Racing for All, and commitment to and visibility of women of CSIRO campaign was developed gender equality, were at the forefront in marketing collateral to to showcase the leadership and of decisions about marketing, challenge stereotypes excellence of its diverse workforce education and career development, and historic imbalances. by representing a range of ages, and ambassadorial programs. The Ensure your gender genders and cultures through impact of the assessment is evident, equality goals strong imagery and storytelling. for example, in successive marketing are considered The campaign reached nearly two campaigns for Racing Victoria’s in commercial million people on social media, flagship Spring Racing Carnival. arrangements, amassing more than 16,000 likes and In 2016, the campaign featured partnerships and 800 comments over an eight-month both men and women artistically shared activities. period. It also performed 124% ‘dressed’ with body paint. This year, better than the agency’s regular it celebrates men and women in a Encourage and support social media content. range of traditional and non-traditional partners and suppliers EMBARGOEDroles who together deliver Australia’s to represent and premier and internationally renowned engage women in a thoroughbred racing carnival. This welcoming, respectful includes Michelle Payne, in her high and inclusive way. profile and dual industry roles as a horse trainer and jockey.

4 MALE CHAMPIONS OF CHANGE BUILDING A GENDER-BALANCED AND INCLUSIVE PRESENCE 2017 Carlton Football Club Male Champions of Its audit identified that women and Change Architects girls were under-represented across its marketing material, website Carlton Football Club secured one and digital platforms. In response, of the first licences for the AFL The Male Champions of Change for the channels were redeveloped to Women’s league. The club Architects have expanded project accurately reflect St Kilda’s values, immediately adopted a One Club, case studies and talent featured in the variety of roles women play Two Teams marketing strategy, with key marketing documents – including throughout their organisation and the women’s team receiving equal credentials and tender submissions – actions underway to support its aim prominence across membership to elevate the profile and expertise of to be a leader in the development of collateral, flagship branding and women in the sector. Such collateral women’s football at all levels. high-profile events such as the traditionally features the work of start-of-season jumper presentation. practice leaders who are currently Unilever This bold action elevated the status largely male, reinforcing a public face of the women’s team among the of architecture as a male-dominated club’s overwhelmingly male industry. The group has tracked supporter-base. A comprehensive gender representation in submissions In 2016, Unilever publicly announced and fully subscribed engagement over two years, set targets to its Unstereotype initiative – process called Carlton Listens to feature at least one woman in each challenging all its brands and the Women extended the focus on submission and evaluated progress wider fast-moving consumer goods gender equality to supporters, at its quarterly meetings. The initiative industry to advance advertising away suppliers and partners. The goal was also ensures current and potential from unhelpful stereotypical portrayals to better understand the needs and clients are apprised of the diverse of gender. Some Unilever brands interests of women in relation to the experience and perspective each firm have long understood the need to club. Here, the feedback was clear: brings to a project. unstereotype. For example, Dove on-field success was critical, together has championed Real Beauty since with the continuing development of a 2004. Others have more recently St Kilda Football Club welcoming, respectful and inclusive changed their positioning such as environment. Women’s membership Lynx’s new Find Your Magic campaign, grew 11% in one year, while a packed which embraces the individuality of stadium of 25,000 people attended St Kilda Football Club is situated in real, modern men. In 2017, Unilever Carlton’s first AFLW home game – Bayside , an area home to accelerated this commitment,

67% of whom were female. one in four women and girls playing launching the Unstereotype Alliance

Australian Rules Football in Victoria. to eradicate outdated stereotypes The club has 40% women members, in advertising and all brand led secured an AFLW licence for 2020, content, in partnership with UN and takes a strong public position Women, WWP, IPG, Google, Mars, championing all forms of inclusion. Microsoft and J&J. EMBARGOED Apart from the vital societal reasons for change, there’s a compelling business case no brand can afford to ignore. Progressive adverts are found to be 25% more effective than those featuring more traditional portrayals of gender. They also deliver better-branded impact. – Clive Stiff, CEO Unilever Australia and

MALE CHAMPIONS OF CHANGE BUILDING A GENDER-BALANCED AND INCLUSIVE PRESENCE 2017 5 2 Employee Experience

Are women leaders visible in your organisation?

Are they profiled in stereotypical or traditional gender roles?

Do you understand what women value most in your employment offering?

Do you demonstrate interest in a range of experiences, styles and achievements?

HIGH IMPACT ACTIONS PRACTICAL EXAMPLES

Promote the diverse Medibank Male Champions and expansive careers of Change Sport available to women and the contribution Medibank refreshed outdated they make. perceptions of roles, career paths and The Male Champions of Change opportunities available at the health Sport: Women in Sport Sponsorship Highlight policies, insurer as part of a comprehensive Program matches high potential programs and program to attract more women to women from member organisations initiatives in place to its workforce. A key target audience with CEOs, Directors and Senior build respectful and of this program was women returning Executives from some of Australia’s inclusive environments to work following parental leave. biggest sports. The program builds for all. Research showed values, diversity, networks, visibility and accelerated Highlight policies, female leadership and flexibility were development opportunities for programs and highly valued by current and future participants by organising formal initiatives in place to employees. The program profiled sponsorship arrangements with build respectful and diverse leaders in a range of roles influential leaders in the sector. inclusive environments and responsibilities, as well as flexible The Rio Role Models social media for all. policies, development opportunities campaign supported the goals of the and recognition programs available at program, capitalising on community Raise the profile of Medibank across different channels interest in the 2016 Olympics to eminent women to and formats. Since the program celebrate and normalise sport career celebrate their impact launched, unique visits to the pathways for women. Eighteen and provide role EMBARGOEDMedibank Careers website increased female leaders were featured across models others can from an average of 6,000 to over coaching, management, high aspire to. 31,000 per month. Job applications performance and medical roles in for female talent are some 50% organisations such as the Australian higher (month-on-month) than male Sports Commission, Swimming applications. The program contributed Australia, Rugby Australia, Tennis to an overall increase in women’s Australia and Basketball Australia. representation across four out of five Today, 120 people are involved as employment categories tracked by either sponsor or sponsees in the the organisation. sponsorship program, a 50% increase on the prior year.

6 MALE CHAMPIONS OF CHANGE BUILDING A GENDER-BALANCED AND INCLUSIVE PRESENCE 2017 Richmond Football Club they are genuinely supported to make application of the policies amongst use of flexible working arrangements staff. The outcomes were positive with – an increase of 7% from 2015. 81% of staff surveyed in the 2017 Led by the first female president Further, 80% of staff indicated the Employee Census agreeing that their of an AFL/VFL club Peggy O’Neal, work-life blend available is the most supervisor actively supports the use the Richmond Football Club positive aspect of the club’s employee of flexible work arrangements. This commissioned an independent offering. Fans have also embraced the was compared to 61% of staff in 2016 report with the AFL and Australian approach, with 79% of respondents feeling supported to access flexible Sports Commission: Gender Equity to the club’s 2016 membership working arrangements. – What it Will Take to Be the Best in survey stating they were ‘proud that 2014. Its findings highlighted the Richmond is actively involved in Aurecon importance of tackling unconscious community and social issues such as bias, promoting flexible career gender equity for elite sport.’ pathways and increasing the visibility of women throughout the club Engineering firm Aurecon developed Attorney-General’s and the broader code to create Aurecon Women Bringing Ideas to Life Department a culture of gender equity. Since after recognising their communication then, Richmond has introduced channels predominantly featured the All Roles Flex for staff; prioritised outcomes and achievements of male increasing women’s representation The Australian Government Attorney- leaders. The program profiled the in corporate and administrative General’s Department found that leadership, technical excellence roles; hosted elite female athletes the flexible work arrangements it and innovations of 24 eminent at Punt Road Oval; established the offered were not being taken-up Aurecon women through internal Male Champions of Change Sport; by employees at rates expected. channels and across the firm’s undertook unconscious bias and Feedback suggested flexible work strong industry social media following. cultural awareness training, and policies needed high profile promotion The initiative proved effective in secured a VFLW licence for 2018 and and role modelling from leaders to engaging senior women and elevating an AFLW licence for 2020. Externally, dispel a myth that they were – in the profile of authentic role models a gender-balanced lens ensures practice – only available to people with for junior and mid-level women in the a strong representation of women caring responsibilities. In response, sector, while reinforcing Aurecon’s and girls across membership and men and women - including members broader focus on developing a diverse merchandise branding, promotions, of the SES - shared details of their and inclusive workforce. family and game-day experiences, and flexible work arrangements via a corporate events. Since the Gender high-profile intranet series called Equity Report was released, employee Our People, Our Story. The goal engagement has remained above the was to change the ‘face’ of flexible AFL benchmark. 76% of staff agree work by demonstrating the broad EMBARGOED

We want to drive a cultural shift that will enable more effective engagement with our female stakeholders internally and externally to address the very real issue of gender inequality. – Brendon Gale, CEO Richmond Football Club

MALE CHAMPIONS OF CHANGE BUILDING A GENDER-BALANCED AND INCLUSIVE PRESENCE 2017 7 3 Engagement Activities

Are your public spokespeople gender-balanced?

Do you explicitly value input from a broad range of perspectives in internal and external forums?

Does your organisation reinforce gender-stereotypes in roles performed at functions you host or attend?

HIGH IMPACT ACTIONS PRACTICAL EXAMPLES

ANZ The Property Strive for gender balance in Council of Australia spokespeople and experts approved ANZ’s Notable Women program to represent your develops women executives The Property Council of Australia organisation. as authoritative and expert organises more than 350 spokespeople for the bank and industry-wide events nationally Take the Panel Pledge themselves. A lack of visibility is each year. Ensuring a diversity of to participate only in often cited as a potential limitation perspectives are presented is now panels and fora when to women’s career opportunities a strategic priority in the historically women leaders are and advancement. At the same time, male-dominated sector. A live included. conference organisers claim there dashboard tracks in real time the Embed the Panel is a lack of women to participate on gender-balance of speakers and Pledge in sponsorship their panels or as keynote speakers. attendees at all events. Progress is agreements to change Notable Women supports a bank reported at every Board and Executive behaviour among strategy to build business-focused, Committee meeting where members conference organisers.’ professional profiles and visibility have related targets as part of their for its executive team across performance agreements. Gender Ensure gender- media, social media and events balanced panels are now the norm, balanced audiences and as an important part of modern supporting the Property MCC’s evenly distribute people leadership. Participants learn about Panel Pledge. The campaign has in senior positions at effective communication techniques, also extended to promote equality events and functions. EMBARGOEDcommand and presentation skills, in audiences at Property Council issue framing and key message signature forums. Seek gender equality . The program has proven in people performing effective in helping more women ancillary or support elevate their leadership profile; roles. advancing ANZ’s gender balance goals and supporting the bank’s Reconsider events that Panel Pledge. It has since been exclude or diminish adapted for other organisations women. such as .

8 MALE CHAMPIONS OF CHANGE BUILDING A GENDER-BALANCED AND INCLUSIVE PRESENCE 2017 Walter and Eliza McKinsey Carlton Football Club Hall Institute

McKinsey Australia and New Zealand’s Carlton Football Club has instructed Walter and Eliza Hall Institute found prestigious Executive Leadership its events team and suppliers to historical norms and systemic Program targets around 150 rising ensure gender balance in people barriers were elevating the visibility leaders from the public, private and performing ancillary roles at club of male researchers ahead of their social sectors. To ensure a richness functions and entertainment. This female counterparts in speaking of experience and perspectives, includes occasional staff hired to and session chair roles at scientific McKinsey asked CEOs to nominate administer fundraising activities, symposia, conferences and meetings. their high-potential leaders and welcome guests and provide catering. Its Gender Equity in Speakers Policy required an equal number of male As part of its wider equality strategy was introduced to promote gender and female nominees. Given the Carlton Respects Women, the equity in spokespeople, chairs and current gender imbalance in executive club is challenging long-held footy presenters at all forums organised ranks, the participant group would traditions where women are typecast or financially supported by the have otherwise been dominated by into support functions and men are institute’s sponsorship committee. men. The group of more than positioned as the ‘main game.’ The committee is empowered 40 panellists and speakers was also to ask conference organisers to gender-balanced. This resulted in address imbalances in proposals the inclusion of a high number of as a condition of their involvement. powerful female speakers – more The policy is backed by initiatives than the participants had usually such as financial assistance for experienced at other events with top- travel and childcare. This enables level speakers. Participants found that more female researchers to attend the gender-balanced mix of speakers important scientific conferences – in the cohort created a refreshing often critical to the profile, funding and and psychologically safe learning advancement of their research. environment that few had previously experienced. Many participants said their key takeaway was the importance of listening deeply to the diverse perspectives of their teams. Others noted a stronger appreciation of the energy that true diversity in thought brings, and its ability to unlock distinctive performance. EMBARGOED Elevating the visibility of female scientists is critical to the profile, funding and advancement of their research. Conferences and symposia that do not include all of our best minds have the potential to hold back vital medical advancements. That is just unacceptable. – Doug Hilton, Director of Medical Research, Walter and Eliza Hall Institute

MALE CHAMPIONS OF CHANGE BUILDING A GENDER-BALANCED AND INCLUSIVE PRESENCE 2017 9 Awards, Recognition 4 and Honour Systems

Do the ‘heroes’ celebrated by your organisation represent the achievements of women and men?

Do assessment criteria unconsciously favour men or gendered views of merit?

HIGH IMPACT ACTIONS PRACTICAL EXAMPLES

Cricket Australia Deloitte Aim for gender balance in experts, role models and ‘heroes’ profiled by Cricket Australia’s Belinda Clark Deloitte Australia’ s intranet features your organisation. Award was introduced in 2002 to weekly profiles and photographs recognise Australia’s leading female celebrating team successes working Recognise key international cricketer. The award with their clients. An analyst tracked contributors to is announced annually at the Allan women’s representation in the Win successes – beyond Border Medal presentation, where of the Week over a six-month period, the ‘lead’ - particularly Australia’s leading international confirming that most of the teams in male-dominated male cricketer is recognised with featured were either all male or male- sectors. the Medallion. Five dominated – where women currently secondary level awards recognise represent some 37% of senior Ensure honour, award male cricketers with each winner managers and 41% of managers. The and recognition receiving a set of ‘golden stumps’. analysis revealed a gender bias in criteria are gender- balanced. Until 2017, this was the same trophy the way high-performing teams were as the recipient of the pre-eminent identified and showcased, together Be proactive in women’s Belinda Clark Award. The with reluctance amongst women to nominating women for situation perpetuated a narrative profile their achievements. Alerted external awards and among players, media and sponsors to the findings, the marketing team recognition programs. that the men’s game was more is now active in identifying for the important than the women’s. In firm women-led teams, women-only Use language, imagery EMBARGOEDresponse, a new medallion for the teams and women contributors to and naming that does Belinda Clark Award was crafted, outstanding outcomes. not diminish the role creating a prestigious and highly and status of women. identifiable trophy for Australia’s most outstanding female cricketer. Two new women’s awards, also introduced this year, recognise the Young Player of the Year and Domestic Player of the Year, mirroring like awards for male cricketers.

10 MALE CHAMPIONS OF CHANGE BUILDING A GENDER-BALANCED AND INCLUSIVE PRESENCE 2017 Cricket cannot hope to be a sport for all Australians, if it does not recognise the power of words and the respect for women that sits behind our decisions. – David Peever, Chair Cricket Australia

Football Federation be known as the Australian Women’s to the UN Women’s Empowerment Australia Cricket Team and the Australian Principles, with CEO Craig Tiley Men’s Cricket Team. The Women’s sharing details of Tennis Australia’s Team sponsor Commonwealth work and the Male Champions of Football Federation Australia has Bank was strongly supportive. Fans Change Sport program at their global changed the name of its annual and commentators unanimously forum in 2017. In January 2018, the awards to equally profile and celebrate backed the move. Most importantly, AO Inspirational half-day symposium its elite male and female soccer the Australian Women’s Cricket will on the same day as the players. The Hyundai A-League Team felt more valued seeing Australian Open women’s semi-finals Awards were renamed the Dolan their achievements and status and focuses on empowering women Warren Awards Night in 2017, appropriately and equally positioned leaders and recognising influential honouring former Socceroo Hall alongside their male counterparts. women in our community. The forum of Famer Johnny Warren, and Julie will be led by inspirational gender Dolan, a former Westfield Matilda and equality and human rights champion, Football Federation Australia Hall of Tennis Australia Billie Jean King. Fame recipient. This simple and highly symbolic change supports a wider Football Federation Australia strategy The Australian Open introduced Male Champions of to ensure women are equally at the equal prize money for women and Change Founding Group forefront and involved in all Football men in 1984 driven by its support Federation Australia decisions. for gender equality and belief that the best player of the Grand Slam The Order of Australia is an important event – both male and female – national honour, recognising Australian Women’s should be rewarded for their ability people who make outstanding Cricket Team to achieve at the highest level of contributions to their community and tennis, rather than sets played or our country. Women are currently the time spent on court. Since underrepresented in nominations for, The Australian Women’s Cricket then, the approach has extended and appointments to, the Order of Team was nicknamed the Southern to equal prize money for women at Australia. From 1975 to 2016 around Stars in the 1990s to assist in all Australian Money tournaments 28% of nominations and 30% of building a profile in the crowded (since 2005) and all International awards conferred were for women. Australian sports sector. Their male Tennis Federation (ITF) Pro Circuit These figures can’t be representative counterparts were simply referred and Women’s Tennis Association of the talent and contributions of to nationally as Australia. With both (WTA) events held in Australia. women to the Australian community. teams at the pinnacle of the country’s Women’s tennis shares equal billing The Male Champions of Change have cricketing pathways, the imbalanced EMBARGOEDwith men in promotion and prime undertaken to nominate more women naming convention diminished the time coverage of the Australian for the Order of Australia honours, and female team at a time when Cricket Open and equal resources are encourage all Australians to nominate Australia was proactively transitioning committed to male and female high inspiring women. Nominations for to a gender-equal sport and performance teams and development honours can be made by anyone. championing an historic pay increase pathways. Tennis Australia has Further information is available at for female elite cricketers. Coinciding extended its community advocacy www.gg.gov.au/australian-honours- with the team’s departure for the for gender equality, nationally and-awards/nomination-forms. 2017 ICC Women’s World Cup, and internationally through its Cricket Australia announced that its Australian Open Inspirational national teams would from then on Women’s Series, and as a signatory

MALE CHAMPIONS OF CHANGE BUILDING A GENDER-BALANCED AND INCLUSIVE PRESENCE 2017 11 Workplace Symbols 5 and Barriers to Inclusion

Are physical environments developed with the needs and aspirations of men and women in mind?

Are the needs of all genders incorporated into design, infrastructure and equipment?

Do physical symbols of power and success within your workplace fairly represent men and women?

HIGH IMPACT ACTIONS PRACTICAL EXAMPLES

South32 Yarra Trams Develop or redesign workplaces and processes to enable equal access to roles Due to the nature of the equipment Low employee attrition and and opportunities. and processes, women had previously perceptions of tram driving as been excluded from accessing an occupation poorly suited Design facilities and drilling roles at South32’s Worsley to women led to entrenched equipment to capitalise Alumina bauxite mine in Boddington. underrepresentation of women on the talents and The Engineering, Operations and in the driver population at Yarra capabilities of women Leadership teams worked together Trams. Research also found that and men. to identify and subsequently modify physical amenities inhibited efforts practices and equipment to reduce to attract and retain more women. Include a critical mass the physically demanding nature These workspaces – some over of women on tender of drilling work. Three new drill 100 years old – were designed before evaluation teams for rigs were built with improvements a historic ban on women drivers major investments in ergonomics and functions to was lifted in 1975 and therefore not and purchases to enhance usability by a more diverse built with women’s needs in mind. ensure gender equity criteria and a diversity workforce. Drilling teams were trained In some depots, female toilets were of perspectives are on the new rigs and employees in non-existent, or since they were not considered. other operational areas were invited required, used for mop storage. The to participate. Since making the Driven Women recruitment campaign Ensure symbols of modifications, one of three drilling aimed to increase representation of success do not unfairly EMBARGOEDcrews onsite is now all-women and female tram drivers, while investment elevate the contribution the team has quickly exceeded its in depot upgrades ensured amenities of men or exclude peers in the key measure of metres – in particular break areas, quiet women altogether. drilled. A healthy competition has rooms, showers and toilets – were developed among drilling teams, welcoming and inclusive for women lifting mining performance overall. and men. This practical and symbolic action has contributed to a 50% increase in women drivers since 2012, towards Yarra Trams’ aspiration for a workforce that is truly representative of the community it serves.

12 MALE CHAMPIONS OF CHANGE BUILDING A GENDER-BALANCED AND INCLUSIVE PRESENCE 2017 Douglas Partners more specific picture of what a life meeting rooms often host foreign in uniform would be like for them. dignitaries extending the symbolism Specialist recruitment teams for to external audiences. Each room was Engineering firm Douglas women were established to market fitted with photos of their namesake Partners recognised that under its to women, encourage them to join, and a synopsis of their contribution Discrimination, Sexual Harassment and then guide and mentor them to the department and Australia. and Workplace Bullying policy, through each recruitment stage. A number of the eminent women reporting and escalation points Entry criteria were reviewed and featured joined DFAT leaders, staff across management, HR and the unnecessary barriers were removed and media to celebrate the launch Board were overwhelmingly male. for all applicants. A preconditioning of the new room names. DFAT has The situation may have presented an and resilience-building program that subsequently audited the gender invisible barrier discouraging women enables the recruitment of women balance of photo displays in its from raising concerns. The issue was who may have not previously had Canberra buildings and is working highlighted at a women-only Listen the opportunity to enter the Army towards achieving balance, while many and Learn engagement session. was also introduced. While the missions abroad have also adopted An interim response saw a new, Army’s target was not fully achieved, the practice. predominantly female Support Group it recorded its highest number of established. The group is empowered female recruits. This approach has University of to assist, advise and accompany staff since been expanded regionally, to who wish to make a complaint. Overall Indigenous recruitment processes complaints remain low, but staff and in targeting women candidates in saw swift action and an immediate engineering and technical trades. The University of Sydney recognised fix to a potentially intimidating that prestigious portrait galleries situation, as medium-term strategies throughout their historic and 19th Australia’s Department of to advance more women to leadership century ceremonial halls and spaces Foreign Affairs and Trade are pursued. did not reflect the significant history of women’s leadership, excellence and contributions to the life of the Australian Army Australia’s Department of Foreign University. In response, the University Affairs and Trade’s (DFAT) meeting commissioned contemporary artist, rooms and landmarks, including Celeste Chandler, to paint two new The Australian Army issued an the main building that houses DFAT, portraits of leading female academics ambitious recruiting target to increase were traditionally named after former who are groundbreakers in their field. recruitment of regular and part-time secretaries or foreign/trade ministers Portraits of Professor Nalini Joshi and female Army personnel over 2016-17 – all of whom were men. Five were Professor Emerita Margaret Harris as part of its efforts to achieve a named after native flowers and fauna, were officially welcomed to MacLaurin 15% female participation rate with others known by generic names Hall in 2017. These new portraits were by 2023. Research showed that or numbers. None were named supported by an extensive marketing on average, women valued more after women. DFAT addressed this and communications campaign extensive contact with the Army highly symbolic imbalance as part highlighting the contributions of before deciding to join and throughout of its broader Women in Leadership women to the University of Sydney the recruitment process. The strategy. Eight meeting rooms throughout the years, culminating Army found women were seeking were renamed after pioneering and in a piece on the 10 Women Shaping a much deeper understanding inspirational women across the the Future of Sydney which was of its employment offering than history and breadth of DFAT’s work. promoted across internal, external male counterparts, together with a EMBARGOEDThis is particularly important as these and social media channels.

That our new commissions of these remarkable women will hang here is recognition of the importance of women’s achievements, and a powerful reminder of our shared responsibility to create a more gender-inclusive world. – Belinda Hutchinson, Chancellor University of Sydney

MALE CHAMPIONS OF CHANGE BUILDING A GENDER-BALANCED AND INCLUSIVE PRESENCE 2017 13 Building a gender-balanced and inclusive presence Test the messages you project

HIGH IMPACT ACTIONS

1. External Create an external presence that is inclusive and connects with a diverse range of Presence current and future employees, consumers and partners. Elevate the visibility and portrayal of women in marketing collateral to challenge stereotypes and historic imbalances. Ensure your gender equality goals are considered in commercial arrangements, partnerships and shared activities. Encourage and support partners and suppliers to represent and engage women in a welcoming, respectful and inclusive way.

2. Employee Promote the diverse and expansive careers available to women and the contribution Experience they make. Address the needs and aspirations of current and future female employees in your recruitment campaigns. Highlight policies, programs and initiatives in place to build respectful and inclusive environments for all. Raise the profile of eminent women to celebrate their impact and provide role models others can aspire to.

3. Engagement Strive for gender balance in spokespeople and experts approved to represent your Activities organisation. Take the Panel Pledge to participate only in panels and fora when women leaders are included. Embed the Panel Pledge in sponsorship agreements to change behaviour among conference organisers. Ensure gender-balanced audiences and evenly distribute people in senior positions of power at events and functions. Seek gender equality in people performing ancillary or support roles. Reconsider events that exclude or diminish women.

4. Awards, Aim for gender balance in experts, role models and ‘heroes’ profiled by your Recognition organisation. and Honour Recognise key contributors to successes – beyond the ‘lead’ – particularly in Systems male-dominated sectors. Ensure honour, award and recognition criteria are gender-balanced. Be proactive in nominating women for external awards and recognition programs. Use language, imagery and naming that does not diminish the role and status of women.EMBARGOED 5. Workplace Develop or redesign workplaces and processes to enable equal access to roles and Symbols opportunities. and Barriers Design facilities and equipment to capitalise on the talents and capabilities of to Inclusion women and men. Include a critical mass of women on tender evaluation teams for major investments and purchases to ensure gender equity criteria and a diversity of perspectives are considered. Ensure symbols of success do not unfairly elevate the contribution of men or exclude women altogether. Renaming workspaces isn’t revisionism. It’s deepening our understanding of the department’s history of leadership and our own unique social history. The key reason women have received so much less formal recognition in Australia’s diplomatic service is that historically women were excluded from the work. – Frances Adamson, Secretary DFAT

We’ve demonstrated through equal prize money and exposure that women’s tennis can more than hold its own and has massive appeal. This gender balanced and inclusive approach has resulted in overwhelmingly positive outcomes for Tennis Australia. – Craig Tiley, CEO Tennis Australia

EMBARGOED

MALE CHAMPIONS OF CHANGE BUILDING A GENDER-BALANCED AND INCLUSIVE PRESENCE 2017 15 EMBARGOED

© Male Champions of Change 2017 malechampionsofchange.com