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MARCH 2015 NEWSLETTER
The Centre for Gender Economics and Innovation & Gender Economics Conferences GGEC15

Welcome to the March Gender Economics Newsletter

So much has happened in the last five months and as we lead up to the next GGEC15 in Sydney, things are getting exciting!  In this newsletter, I will talk a little about the GGEC15, introduce you to some new Advisory Board members, introduce some new ideas and update you on where we have come since the GGEC14 where The Centre launched in June 2014.

This years theme is ‘Gender Economics, Innovation and Performance’ because whilst we love talking about gender and economics, we are also interested in increasing innovation, productivity and the performance potential of business.  This year we will host a ‘symposium’, the GGEC15 which is will give academics, researchers and interested people access to leading edge research, ideas and concepts on innovation and how Gender Economics can help to increase the performance of companies, and more broadly economies.  Increasingly there is a realisation of the benefits to innovation and economic stimulus by understanding how gendered decisions both in our businesses and our governments can effect productively and performance.
One of the main missions of the GGEC series of Gender Economics Conferences is to provide a platform where we can cross fertilise academia, business and government so that we inform ourselves of a wider set of options that are vitally important in the complex environments of the global landscape where we must all compete.

Latest News

Published Book – “Contemporary Global Perspectives on Gender Economics” 

This book, the first on Gender Economics will be published in July this year with advance copies available to order at the GGEC15 symposium.  The book provides a discourse on how to advance current development and business practices through holistic and multidisciplinary views on gender, introducing frameworks, models and metrics for inclusive and equitable economic and organisational development practices.  It asks the reader to go further, to challenge traditional thinking on economic issues and women’s empowerment by overlaying a sociological and gender lens to reframe issues and approach them from a different perspective.

It has drawn chapters from an international audience, as well as from academic papers presented at the first Global Gender Economics Conference (GGEC14), hosted by The Centre for Gender Economics and Innovation at the University of NSW, Sydney June 10 and June 11, 2014.  They offer a broad view of Gender Economics across the areas of Diversity, Women’s Empowerment, Economics and Law.  This book includes chapters from practitioners in the field that provides a first hand account of the issues, solutions and opportunities in terms of the development process at a global level and diversity at an organisational level.

Celebrate International Women’s Day March 8, 2015

International Women’s Day 2015 Theme: MAKE IT HAPPEN

All around the world, International Women’s Day represents an opportunity to celebrate the achievements of women while calling for greater equality.

Make It Happen is the 2015 theme for our internationalwomensday.com global hub, encouraging effective action for advancing and recognising women.

Each year International Women’s Day (IWD) is celebrated on March 8. The first International Women’s Day was held in 1911. Thousands of events occur to mark the economic, political and social achievements of women. Organisations, governments, charities, educational institutions, women’s groups, corporations and the media celebrate the day.

Various organisations identify their own International Women’s Day theme, specific to their local context and interests. Many charities, NGOs and Governments also adopt a relevant theme or campaign to mark the day. For example, organisations like the UN, Oxfam, Women for Women, Care International, Plan, World Association of Girl Guides & Girl Scouts (WAGGGS) and more – run exciting and powerful campaigns that raise awareness and encourage donations for good causes. The UN has been declaring an annual equality theme for many years. ref: http://www.internationalwomensday.com/theme.asp#.VPZdQ8Yrjdk

Why Celebrate this day?

International Women’s Day started as a Socialist political event, it was organized by the Socialist Party of America in remembrance of the 1908 strike of the International Ladies’ Garment Workers’ Union and although there was no specific strike happening in March 8, the movement was driven by the early Sufferettes and their male supporters.  In some regions, the day lost its political flavor, and became simply an occasion for men to express their love for women in a way somewhat similar to a mixture of Mother’s Day and Valentine’s Day. In other regions, however, the political and human rights theme designated by the United Nations runs strong, and political and social awareness of the struggles of women worldwide are brought out and examined in a hopeful manner. This is a day which some people celebrate by wearing purple ribbons. (Wikipedia)

“International Women’s Day has been observed since in the early 1900’s, a time of great expansion and turbulence in the industrialized world that saw booming population growth and the rise of radical ideologies.

1908
Great unrest and critical debate was occurring amongst women. Women’s oppression and inequality was spurring women to become more vocal and active in campaigning for change. Then in 1908, 15,000 women marched through New York City demanding shorter hours, better pay and voting rights.

1909
In accordance with a declaration by the Socialist Party of America, the first National Woman’s Day (NWD) was observed across the United States on 28 February. Women continued to celebrate NWD on the last Sunday of February until 1913.” (International Women’s Day ref http://www.internationalwomensday.com/about.asp#.VPZdzcYrjdk).  I hope that you will be celebrating this day in your own way this year and we hope to add to the celebrations next year!

Introducing Teigan Margetts – International Advisory Board Member

Teigan Margetts, Diversity Program Manager MSc. HRM, Lund University.  Teigan is a passionate diversity leader with a keen interest in Gender Economics and will develop and lead our programs to engage young women and to educate and advise business leaders on the benefits of diversity. AUSTRALIA

Teigan Margetts is unequivocally committed to ensuring that the future leaders of tomorrow reflect the diversity of the society they represent.  Teigan’s passion for diversity was ignited in 2008 when she completed her Masters in Sweden, and subsequently realised how restrictive and archaic Australia’s gender relations were.  Since then, she has become an expert on all things diversity and inclusion, publishing extensively on the topic and tirelessly advocating for change through her both her role as a Diversity Advisor in a large, multinational organisation and her affiliation with various diversity-related organisations

Welcome Emma Dillon – INTERN

I am very happy to welcome Emma Dillon as our first intern.  Emma attended the GGEC14 in Sydney last year and says that the concepts of Gender Economics really resonated with her and she was keen to be more involved.  Emma will work with me to develop a research project and will also work with Teigan to develop strategies to ensure Gender Economics reaches a young audience by having programs, consulting and conferences that appeal specifically to younger women and men as well as girls and boys in high school.

Emma is a Human Resources and Commercial Law graduate about to step into the working world. Currently focused on volunteer work centered on shaping our younger generation, she hopes to work in diversity management in the field of human resources.

A recent graduate of Macquarie University, she found a passion for gender economics when she attended our first conference in 2014. Since then, she has committed herself to learning all she can about diversity and in the workplace and gender economics from a human resource perspective. She has also become captivated by the need to communicate to the next generation who are entering the workforce. To engage and educate students before they are influenced by the realities of working life offers a unique opportunity to inject fresh perspective into the workplace.

Emma says, “I want to learn from the best and gather all of the inspiration I can to dedicate my career to workplace diversity and gender equality. I want to make a contribution.”

‘A new consciousness can begin a new shared paradigm, that when held and supported by a group or community can transform entire systems’. Sue Tsigaros, 2014  

Announcing GGEC15 Global Youth Speaker Series

This years symposium will again see the Youth Panel and we are looking for sponsorship to provide a broader Youth Speaker Series event leading up to this and the next event.  Too often we talk about what our children want instead of asking them.  After attending a recent Youth Public Speaking event, I was amazed at the way that many of these young people had come up with ideas to improve what many adults have struggled to find an answer to.  We would like to develop this idea further and be more inclusive of our youth in the next conferences.  Please contact me for the proposed program.

I do hope you have enjoyed this latest Newsletter,

With warm regards,

Susanne Moore
Chair
The Centre for Gender Economics and Innovation

Contact Susanne at

Mobile: +61 439 420 897
Email:   mailto:susanne.moore@gendereconomics.org
Twitter: @susannemoore
LinkedIn: http://au.linkedin.com/in/susannemoore

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.

Second year assessments showing improvements

The first of the second year DPRFTM assessments is underway and are already demonstrating an distinct change in organisational culture to one that is more inclusive, more transparent and offers greater flexibility and autonomy to employees.  These are measurable changes in organisational culture and in particular the attraction and promotion of women.  Contact me for more information on how a DPRFTM assessment can benefit your organisation.

Diversity

We are able to provide a number of diversity related consulting offerings including the design and implementation of a diversity program, leadership training, mentoring, as well as strategy to develop innovation strategies to increase performance and organisational agility.

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

The first Rosie Creators Award opens on International Women’s Day March 8
The first Rosie Creators Award for teenage girls, opens International Women’s Day on March 8. The Award features four creative areas – writing, photography, video and activism. Winners in each of the four categories will be awarded $500, be featured on rosierespect.org.au and also have their work published in Young Vagabond. The theme for the Rosie Creators Award 2015 is Respect. Girls between the ages of 12 and 20 are encouraged to submit an entry (group submissions are also welcome). Entries close at midnight Monday April 20. Find out more at:rosierespect.org.au/news/award?. If you would like to get in touch you can email Georgie on hello@rosirespect.org.au. You can also connect with Rosie through FacebookTwitter and Instagram.
The Dugdale Trust for Women and Girls
ad. Level 9, 313 La Trobe Street, Melbourne, 3000
ph. (03) 9642 0422 web. www.vwt.org.au/dtwg/

Research into Superannuation for Women and the future

We will soon commence a research proposal to look at some potential solutions for the issue of women’s superannuation (Australia’s forced retiremment savings policy) and the gap in matured superannuation returns for women when they retire to that of men.  This is a serious issue and is becoming more and serious as women now fifty years and over who are unable to maintain steady employment are forced to go onto welfare and who already have minimal superannuation savings due to caring roles throughout their careers coupled with the wage gap that see’s them face financial hardship just prior to the official retirement age when they can access their superannuation.  Even when they are able to access the these savings, many still live on the poverty line when their superannuation is insufficient for them to live on into retirement.  The most vulnerable are those between 45 and 64, too young to access superannuation, often seen as too old for employment and many who have experienced a divorce or other life changing event that has impacted their asset base and earning capacity.
Stay tuned for an announcement on our research partners.

Something big is on the way!

We have some exciting news and research findings on the way in conjunction with one of our partner organisations.  More on this shortly! 

Speakers and Sponsors for GGEC15 Sydney

We are now taking submissions from Speakers and Sponsors for the next conference, so you are interested in participating please contact me on +61 439 420 897 or susanne.moore@gendereconomics.org for more details.  Speaker submission templates will be loaded to the website soon.

Call for PAPERS – GGEC15 Sydney June 10, 2015

We welcome applications to present at the Global Gender Economics Symposium/ Round table, where academic papers will be shared and recent research activities on the emerging field of Gender Economics discussed.   Academic’s will have an opportunity to present as well as review and comment on papers during the day.  A further detailed review will take place at the conclusion of the conference and papers will be published online as an e-journal . The Call for Speakers and Academic Papers commences 4 February 2015 and you can find the paper submission template at the bottom of this page.  All speaker proposals and papers will be reviewed the conference convener and all academic papers will be reviewed by the Research Committee.  The cut-off for submission of full academic papers is 10 May 2015.  Successful presenters will be notified by 15 May 2015, with acceptance required by 20 May 2015.  Practitioner, corporate and keynote speakers will be advised separately and submissions for this category will be open up until the end of May 2015 or as determined by the conference organiser.

FIND OUT MORE AND REGISTER HERE

The Centre for Gender Economics and Innovation

The Centre was formally launched at the GGEC14 and many of the outcomes from  the conference have been incorporated to the Centre’s strategy.
“The Centre for Gender Economics and Innovation (C4GEi) aims to be the World’s leading social enterprise improving womens’ contributions to the economy and helping women achieve their leadership potential.”

We are currently working to open Centre’s in the United Kingdom (C4GEiUK) and the United States (C4GEiUS) and aim to run conferences and programs in those countries in 2015 and our mission is;

To work with organisations and governments to assure increased innovation and performance is realised, by changing the discourse around gender and the segregation of women’s issues and focusing the discussion on practical ways to develop organisational cultures that embrace diversity. At a societal level, our mission is to become a global influencer by providing fresh perspectives on economic policy formation by informing decision makers of the implication of gendered and values-based judgements.

Quick 5 Question Survey on Organisational Diversity Spend in relation to (perceived) Value

What is the average spend on Diversity programs and how does this spend relates to other organisational priorities. From my experience so far doing the Diversity Assessments, it seems that there is commonly an amount spent on setting up the Diversity Board and then very often the program stalls. I am continually dismayed at the rhetoric that says that organisations are keen to increase gender balance, yet the amount spent on the activity is very low and in some cases equal to the amount an organisation may spend on a day at the football for their clients as a marketing activity.

By collecting some simple $ metrics we can start to build an argument about the value of gender balance to organisations in relation to their spend on the activity. My guess is that most are spending very little and then wonder why they are not getting any tangible results. Many of the programs that I assess currently are not set up for success in the same way that we would set up and IT program for example – again this could be due to a lack of commitment and funding or just a lack of experience and knowledge about setting up a program.

Can you please take part in this simple 5 question survey as part of my ongoing research into the effectiveness of organisational diversity programs and their real importance to organisations. Take the survey here.  Your feedback is most welcome.

For information on the DPRF™ assessments go to www.diversityprogramreview.com

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