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Welcome to the December Gender Economics Newsletter – view it online

I hope you all had a wonderful Christmas and are looking forward to a fantastic 2016!!  It was a busy year in 2015 and we hope to bring some excitement to this year with a number of (I hope) inspiring ideas and programs over the coming months.

Gender Economics does seem to be gaining ground and over the last year I have heard a number of people say that they are “going to speak about Gender Economics”, or that “what you are talking about is Gender Economics” and this is really rewarding.  When we are able to explain gendered issues in terms of the history of how we got to this point it tends to illuminate the reasons behind the issue and very often points to a solution.   It is a powerful way to demonstrate the issues of gender – and how the perception of gender can be disabling and create barriers for individuals and indeed hamper an innovative environment.

Why is Gender Economics important to business?

Its really important to organisations because by not understanding the journey, or the paradigm that has created what we know as ‘business’ it is difficult to shift thinking and innovate.  We talk a lot about flexible workplaces and usually this idea of flexibility is equated to women, especially the idea of mothers needing flexibility in their work in order to take up ‘their’ caring responsibilities but this is yet another misunderstanding of the conversation that needs to happen.  In 2015 and in the future, more and more organisations MUST embrace flexibility.  Flexibility and organisational agility are vital now and any CEO that doesn’t get it and continues to think that flexibility equals a discussion about women or gender diversity does not deserve to be paid.

In a global business environment, to succeed we need agile, flexible environments where employee’s have the autonomy to act and perform as they need to.  This means designing different types of companies and not just implementing bandaid solutions like ‘lean’ and ‘agile’ methodologies.  It has to be about the economics of diversity, or Diversity Economics.  Why not ask us about our consulting on Diversity Economics to help shift entrenched thinking in your organisation.

The Australian Commonwealth Government  Women’s Money Toolkit

Senator the Hon. Michaelia Cash, said Australian women of all ages can benefit from this free online resource, a free online resource that provides women with knowledge and confidence to manage their finances and achieve their financial goals.  The toolkit was released in May 2015 and it is worth revisiting.

“Whether you’re in control of your finances and looking to achieve your goals, or you’re struggling to make ends meet, the toolkit can help you,” Minister Cash said.

“Women’s financial literacy plays a vital role in ensuring a stronger economic future for Australian women and their families.”

The toolkit provides specific financial guidance for women who are having a baby, caring for others, buying a home, dealing with illness and disability and family breakdown. For example, the toolkit includes two calculators to show women the impact that taking time out of paid work will have on their current and longer-term finances, and can help women manage that impact.

The Australian Securities and Investment’s Commission (ASIC) developed the toolkit in partnership with the Office for Women in the Department of the Prime Minister and Cabinet.

ASIC Commissioner, Cathie Armour, said the Commission’s objective is to empower all Australians to manage their personal finances effectively, and to promote confidence and trust in the financial system.

“We know that many women are key money managers in the family and are also more likely to face a range of specific financial challenges,” Ms Armour said.

There is a persistent gender pay gap and almost half of women in employment work part-time hours compared to one in six men. Women are also living longer than men but on average retire with almost half the amount of superannuation that men do.

The Women’s Money Toolkit builds on the Government’s commitment to deliver a stronger economic future for Australian women and their families.

In the 2015 budget, the Government made an additional investment of more than $63 million towards new and existing microfinance initiatives which will help strengthen women’s financial resilience.

These measures support the Government’s efforts to reduce violence against women and their children. Financial security is critical for women who have experienced violence to leave violent relationships and rebuild their lives.

For more information please visit:

reblogged from Minister Assisting the Prime Minister for Women

The Western Australia Report – Justine Pitcher
A big thank you to Justine who has been providing us with a weekly report on the goings on in Western Australia in terms of diversity.  You can see Justine’s report each week on the website here.  

If you would like to submit a report for your state, please contact us so that we can build up a repository of information about diversity and current issues.

We WANT YOU!  If you would like to contribute a report for your state or country, please let us know!  Stay vigilant – stop eroding gender equality around the world

The European Gender Summit has completed its 5th year with its latest summit held in November 2015, it is now expanding to Africa and to Asia-Pacific, and with a schedule of future meetings that extends until the end of 2017. In 2016, Latin America will join the Gender Summit platform family and with it its community of experts and practitioners will literally span the world.

The Gender Summit prepared a report for the European Commission and Parliament outlining priority areas for action that emerged from the #GS7Eu , see it here GS7 Eu final report.

How women contribute $3 trillion to global healthcare

Article by Maria Goddard, Professor of Health Economics at University of York, published June 8, 2015

“The traditional focus on women’s health tends to emphasise only their healthcare needs. But women are important providers – as much as they are recipients – of healthcare in their homes and wider communities. This involvement is undervalued economically, politically and culturally. Data analysed from 32 countries, constituting about 52% of the world’s population, and reported in the Lancet Commission on Women and Health, shows that women contribute around US$3 trillion in healthcare annually. The report is the culmination of three years work and represents an important milestone in the consideration of some of the key issues affecting women and their role in society.”  see the rest of the article here

INTERNATIONAL AWARD BADGES for The Diversity Program Review Framework – DPRFTM

Your Diversity Capability is the extent that your organization is able to embrace and leverage a culture of diversity to promote business performance, attract greater pools of talented people, innovate by challenging current norms, explore new business models and exploit gender balance. The Diversity Program Review Framework (DPRFTM) is a proprietary methodology for determining an organization’s diversity capability. The framework incorporates the ‘Global Diversity and Inclusion Benchmarks: Standards for Organizations Around the World’ developed by Julie O’Mara and Alan Richter PhD for the United States Government. Under a global license, this diversity and inclusion benchmark tool has been operationalized and expanded for industry and economic sectors by Susanne Moore, Founder of the Centre of Gender Economics and Innovation. The DPRFTM is currently used by the Centre in Australia to assess the diversity capability of companies in various sectors via industry & government-sponsored programs.

Organizations compete for talent. This is particularly true in the ICT, STEM, resource and construction sectors where specific skills are in high demand, and work environments are often remote and challenging. Employers can ensure that candidates in the labor market – and their existing female employees – know that the company is committed and invested in status as a preferred employer of women.

In Australia, the Workplace Gender Equality Act 2012 and the ASX Corporate Governance Principles and Recommendations require relevant employers to meet minimum standards of diversity strategy development and implementation. Whether or not an organization has to comply with these requirements, smart companies strive to work at best practice and stand out from their competitors. ?To be successful, the implementation and operation of a strategy needs to be measured and evaluated. For Global organizations, the DPRF™ is mapped to the UN Women’s Empowerment Principals, enabling your organization to report this progress, and highlight its progress to the community.

See the companies that have already received the DPRF Gender Diversity AWARD



The Australian Women in Resource Alliance (AWRA) is a national workforce gender diversity initiative facilitated by Australia’s resource industry employer group, AMMA.

AMMA built AWRA in response to the growing aspirations of AMMA members to increase the representation of women at all levels in their organisations.

AWRA assists employers on their gender diversity journey with the overarching goal to increase women’s participation in the resources, allied and related construction sectors to 25% by 2020, thus delivering a diverse mix of skills and talent to drive productivity and innovation.

AWRA Recognised™ organisations* are eligible to display the appropriate AWRA stamp reflecting their achievements in gender diversity and women’s workforce participation, importantly identifying them as leaders in this field.

Bearers of an AWRA Recognised™ stamp proudly declare the benefits and the competitive advantages of workforce diversity, and their commitment to striving for industry ‘best practice’.

To be able to utilise an AWRA stamp, organisations must undergo an assessment of their workplace policies, procedures and, most importantly practices, to assess the organisation’s capability maturity against best practice management of workplace (gender) diversity.

The assessment to become AWRA Recognised™ is based upon a rigorous and recognised model of diversity capability, and goes beyond traditional “HR-centric” metrics to assess more broad business dimensions with clear links to organisational profitability and sustainability.


*The AWRA Recognised™ Program is based on the “Diversity Program Review Framework™” (Moore, S 2012) incorporating the “Global Diversity and Inclusion Benchmarks: Standards for Organizations Around the World” (O’Mara, J, Richter, A 2011)

For more information about our DPRF™ consulting, or licensing enquires, please contact Susanne at or call +61 439 420 897.  You can also visit the Diversity Program Review  website

The Diversity Program Review Framework and the DPRF™ is copyright Susanne Moore 2012-2015 and exclusively licensed to The Centre for Gender Economics Pty Ltd


Something big is on the way! Its the #imputtingmyhandup to Lead in the Female Economy – a new program from The Centre for Gender Economics

What does it mean to be a leader and is leadership really different for men and women?  Is it just that our expectations of a leader are different depending on ones gender?

Much of the focus of organizational diversity and inclusion programs to increase greater gender balance, or to increase the pool of women in leadership, is to focus on changing women and often these programs look at three main areas; Mentoring Leadership Training and Unconscious Bias .

All of these activities assist gender balance in varying degrees but the linkage to increased profitability from these activities is slow to materialise.  Potentially this is because these areas are very difficult to measure in terms of return on investment and instead these gender diversity programs are often seen as a ‘nice to have’; programs that will be the first to have funding slashed when revenue starts to wane.  When in fact, gendered issues are the first area of innovation and should be the last to lose funding.  The constant focus of gender being just about women, can result in these programs being seen as a ‘women’s issue’.  This fails to recognise the full impact of the growing Female Economy on business and why both men and women should be aware of, and prepare for the new leadership style that will be required to Lead in the Female Economy.  Not just about women, the Female Economy is about recognising our changing society and the drivers that affect our economics and business productivity.

How many times have you heard a male board director, say “I would love to have a women on the board, but we just can’t find one”. Or, ” we would love to have more female engineers but we just can’t find them”, and the list goes on.  Well, I have had it said to me, particularly the board member one, when I have experience and am right in front of that man!!!  What they really mean is that they can’t find a female that qualifies to the idea that they have in their head or that qualifies in the same way as another male might relate to.  So #Imputtingmyhandup to Lead in the Female Economy.  This is just one area of the Female Economy where qualified, experienced, ready and able females are not being recognised because of outdated board criteria.  We are here – so don’t overlook us.  More to come on this exciting program from the Centre.

Women paying twice for a lack of child maintenance as Australian Family Services Legislation fails them

If you have ever had to arrange child maintenance for your children after a separation or divorce you will have first hand experience of how difficult it is and how flawed the Australian Family Services Legislation actually is.  It assumes that the women will be the primary caregiver, and this is usually true, but it leads to other issues because of the assumption of traditional role models.  This problem exists when one parent, usually men are able to walk away from their responsibilities to care for their children and the other parent, usually the mother is left to carry the burden as a sole parent.  Current legislation puts the burden of collecting the money on the primary caregiver.  Whilst there are two main options for collection, both are flawed and can result in the primary care giver not only not being in sufficiently paid, but paying twice, effectively for not being paid correctly in the first place.  Families use two methods for collection, one is for them to collect on your behalf, and the second, for both parents agree to a ‘workable’ financial solution’.  The issues come when both of these methods fail for various reasons.  Follow this page and watch while we create a program to raise awareness of these issues.  Suffice to say that there are primary carers out there struggling to make ends meet who, already disadvantaged, now disadvantaged further by a flaw in the legislation.  Follow the developments so that YOU can have your say!

About the Centre for Gender Economics and Innovation

The Centre was formally launched at the GGEC14 Conference in 2014 and many of the outcomes from  the conference have been incorporated to the Centre’s strategy.
For information on the DPRF™ assessments go to

In more news;

The real cost of LGBT discrimination. Prejudice doesn’t just cause pain and personal hardship, it also squanders economic opportunities

Is your country closing its gender gap?

The Global Gender Gap Index featured in the Global Gender Gap Report 2015 ranks over 140 economies according to how well they are leveraging their female talent pool. With a decade of data, this edition reveals the pattern of change around the world relative to the 109 continuously covered countries’ own past performance and in relation to each other. Read the full report.

Gender Summit Call for papers – Gender Summit 8 North and Latin America. The theme of the GS8 is  Science without borders: Improving impact by interlinking gender, geographic, disciplinary and educational dimensions and you can find out the particular topics of interest for Abstract submissions on the GS8 section of the website.

InnoGend Call for Academic Papers for the InnoGend Conference on the role of gender in the process of innovation. We believe that gender diversity is not sufficiently exploited in the context of innovativeness. Insufficient use of gender-differentiated innovativeness hampers economic and social progress by limiting the pool of potential talents. Application of innovative gender concept in economic and social policy is a step towards innovation-based growth.

  1. Submissions: Please submit Abstract of a paper by March 1, 2016, including the contact information for the corresponding author.
    Notification of acceptance will begin on March 10.
    Full papers should be sent by April 30, 2016.Please send Abstracts to Anna Zachorowska-Mazurkiewicz

Female Investors
In case you missed this article in Women’s Agenda…by  / JUL 03, 2015 10:56AM
“Stop the Fear based messaging when discussing Female Financial Literacy”

Thank you for your support, till next time

With warm regards,

Susanne Moore
The Centre for Gender Economics and Innovation

Contact Susanne at

Mobile: +61 439 420 897
Twitter: @susannemoore

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