Gender economics slide pack

Gender Economics

What is Gender Economics and Diversity Economics and how will it affect Executive Managers and ProjectManagers

SUSANNE MOORE, GENDERECONOMICS.COM

9/12/2012

Presentation by Susanne Moore, susannemoore.com. Gendereconomics.com

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What is in this session

IntroductionWhat is Gender EconomicsThe ResearchDiversity EconomicsApplied Project ManagementThe New Business TransformationCommodifaction of SkillsBusiness Benefits how you can help

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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

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Introduction - A little about me

Construction, Hotel, Transport, Retail and TheatreFinance and AdministrationBusiness Owner Retail Computer Science and TechnologyProject ManagementManaging Director Synergy Management SolutionsStudying SociologyGender Economics Married 3 times, 3 children interested in equality, equity and justice

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Why? meaning why am I doing this

My story so far

At 15 no woodwork for girls (early 70s)At 18 - Denied access to Engineering (mid 70s)At 18 mother left with nothing (mid 70s)At 19 no married women (late 70s)At 24 denied promotion (early 80s)At 25 denied a loan (early 80)At 30 faced hostility to promotion (early 90s)At 36 combated sexual harassment and threats of violenceAt 39 started my own company (1997And now

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A Solution For A Struggling Global Economy: Gender EqualityClinton: By increasing womens 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 womens 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 statsYet the barriers to womens 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 worlds poor, more than 60% of the worlds hungry, hold less than 20 percent of the worlds 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.

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Indirect versus Direct

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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.

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EU quota proposal sends warning around globe

Approval of the proposal by European Union justice commissioner, VivianeReding, to mandate quotas for public listed companies in Europe shouldflash a big red warning to businesses around the globe that they need totake diversity seriously.

Ref: Women on Boards Media Release 15 November 2012http://womenonboards.org.au/news/media121115-eu-reding.htm

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Background

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Gender Economics builds on the theories of diversity and promotes the value of gender balance, particularly in the area of innovation and creativity. It recognises the direct input of women to the economy and extends the theory that the discipline of economics could be improved by freeing itself from masculine biases (Ferber, Nelson 1993: 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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Gender EconomicsSo what is it?

The study of the impact of gender on the economy and the resultant impact of economic decisions on gender.

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What is Gender

Gender is the constructed view your gendered identity (John Money 1955)

Your sex is male or female

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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

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The World is Changing

We live in a global world of talent where Diversity and Gender Economics matterDiversity of Thoughtvii -new possibilitiesReducing unconscious bias in our screening practices and the interview room to minimise stereotype threat will provide greater access to talent.Gender naturalisation, gender stereotypes and masculinised language reframe viiiSourcing practices are changing

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How to solve the worlds 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.

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Emerging Trends Gender Economics

The Asia and Pacific region is losing $42 billion to $47 billion annually because of womens 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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A Solution For A Struggling Global Economy: Gender EqualityClinton: By increasing womens 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 womens 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 statsYet the barriers to womens 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 worlds poor, more than 60% of the worlds hungry, hold less than 20 percent of the worlds 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.

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My Research project

Title: Theprofit impact of organisational gender Diversityprograms

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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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.

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Project Approach

1. Planning MAJOR OUTPUT: Detailed schedule, deliverables and funding model

2. Identification MAJOR OUTPUT: A Diversity Program Review Framework, measuring both the programs standalone effectiveness from a program management perspective, and assesses the viability of programs 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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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.

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Diversity Economics

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

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Current Research

Mixed empirical works: There is a recognizedneed to do more empirical work, especially tounpack 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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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 cant have their output compared with a full time employee

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Current Diversity Measurements

Current measures revolve around recruitment, retention and promotion. These metrics are HR centric;

Numbers of women on boards as %Women in the career pipelineIn leadership roles / levels of managementRetention (and return) ratesQuotas, key performance of managers to promote womenInterview statistics

by broadening the measurements we are more likely to find a causal link to profit

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Presentation, and content 2012 Susanne Moore, Gendereconomics.com +61 439 420 897

Gender Diversity = advancement of women = improved performance and profitability

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.

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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 halfacross a range of countries.Forbes

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Gender diversity improves company performance, says Credit Suisse

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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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."

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Diversity in Australia

Gender Diversity = flexibility is too simplisticDiversity consulting opportunities on the riseProactive and creative diversity programs. Westpac, KPMG, Deloitte, Ernst & Young, IBMLagging behind other countries in gender equality (UK, US and Europe) are often shocked by discrimination facedPolitical legislation does not match rhetoric. Maternity leave legislation not conforming to UN vILO guidelines.Lack of quality childcare limiting, and part time jobs hard to find for returning women.No hard and fast metrics to prove increases in productivity and bottom line profit.Our geographic isolation shields us from full recognition of global economy and hinders innovation. Diversity pools much larger overseas due to geography and necessity. Intersection of ethnicity, gender and age are still barriers to many women.

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The Diversity Program Review Framework

What is it?

The Diversity Program Review Framework will measure;The programs standalone effectiveness from a Program Management perspective; and,Assesses the viability of the programs data as a research candidate for the broader research project.

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Major DimensionsThe Framework has 5 major Dimensions

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How does this effect Project Managers?

Applied Project Management

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The New Business Transformation

Its about managing complexityIts about Diversity of ThoughtIts about new possibilitiesTransformation through enabling innovation

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The Commodifacation of Project Management

Commodifacation of skills* is not a friend to diversityDoes 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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Diversity Management for Project Managers

Understand the concept of unconscious biasAwareness of the Intersection of age, race and genderLeveraging Cultural differencesInterview techniques that reduce stereotype threatEnsuring gender neutral conversationsFlexibility and diversity is not gender specific

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How can you help?The Value of Benefits Realisation

Why do 30% of IT projects fail? Why do 70% of CEOs get the sack?They cant manage the so-called soft fluffy stuff; people and changeAccording to a Fortune 500 cover story, nine out of ten organisations fail to implement their strategic plan for many reasons:60% of organisations dont link strategy to budgeting75% of organisations dont link employee incentives to strategy86% of business owners and managers spend less than 1 hour/month discussing strategy95% of workforce doesnt understand their organisations strategy

Benefits for Business (b4b) 2012www.benefitsforbusiness.com.au

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Contact and Consulting information

Susanne MooreGender Economics.com

Phone: +61 439 420 897Email: [email protected]: 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 solutionsDiversity Program Reviews - Diversity Program Reviews for Programs that are inflight Business Transformation - The New Business Transformation using the research to tap into innovationDiversity Research white papers, speaking engagements, mentoring

References and Bibliography

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.htmlii.(Gender Equality as Smart Economics: A World Bank Group Gender Action Plan (Fiscal years 200710), 2006)iii.Kirsten Gillibrand http://www.kirstengillibrand.com/video/senator-gillibrand-on-the-today-show-to-discuss-womens-economic-empowermentiv.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 Worlds 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-diversityvii.McKinnsey in Forbes Women 2011Moore, Susanne (2012), The Commodifacation of Skills, not seeing the wood for the trees, http://susannemoore.wordpress.com/?s=commodifacation.

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References and Bibliography continued

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 Universitys 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.htmx.Research Project www.gendereconomics.comxi.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.pdfxiii.Eric Knight (2012) Reframe How to solve the worlds trickiest problems http://www.blackincbooks.com/books/reframeWikipedia http://en.wikipedia.org/wiki/Gender downloaded 05/12/12The 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

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Gender economics slide pack

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