The document discusses promoting gender equality in the workplace. It notes that gender divides still exist, with men more likely than women to think certain professions are better suited to one gender. Examples are given of companies taking steps to improve gender balance, such as setting targets for women on company boards. The business case for gender equality is made in terms of economic and social benefits. Driving culture change through flexible working, shared parental leave, and addressing unconscious bias is advocated to attract, recruit, and retain talented women.

1. Women Mean Business
Creating a Fair and More Equal Working Society
Source: Think Act Report: Government Equalities Office

2. Gender Equality
• Why do you think improving Gender Equality is important?
• What do you think are the biggest barriers to making progress?
• What is your company doing to promote Gender Equality?

3. Gender divide still prevails in the workplace
Careers Brits think men and women shouldn’t do
Here is how people in the study answered the questions about occupations
that may be traditionally viewed as more male or female:
Which gender are better at the following professions?
Worldpay Zinc asked respondents whether certain professions were better suited to men or women.
Men were consistently biased towards one gender or another, and fewer men than women think that both genders are equally
good (or bad) at a given job:
Source: Worldpay
Vision Critical Report 2013

4. Best Practices
FDM Group
Leading IT services provider, launched ‘Women in IT’
A global campaign to encourage more women into IT
RBS Royal Bank of Scotland
Produced a report about recruiting, developing and keeping
women employees in the company
The report looked at the RBS Focused Women’s Network
providing mentoring and training women in the company

5. Best Practices
Marks & Spencer
Has improved gender balance in the company
•Signed up to the ‘30% Club’, a campaign which has a target of at least
30% women on company boards
•They reached this target in 2012 with 31% of women on its board
Women account for 32% of senior management below board level

6. The Business Case For Gender Equality
• More women in the workforce
• More women working full time
• On average males in full time employment are paid 10% more
than women
• Women currently hold 20% of senior management roles globally
• Gender pay gap has impact on the future and pensions of
women
Drive the Culture Change
Step by step creating Equality

7. Flexible working hours
Impact
•Agile environments
•New system of shared parental leave
•Assist men to be involved in the crucial first weeks/months of their
children’s lives
•More options for parents
•Not always women leading default on childcare
Drive the Culture Change
Step by step creating Equality

8. Government needs companies to create working practices and the
culture
Gender Consideration
•Help your organisation learn from others
•Make consistent equal pay awards
•Share best practices
•Strive to be transparent
•Be pro-active in considering women for major assigments
•Female Champions
Drive the Culture Change
Step by step creating Equality

9. Drive the Culture Change
Visible gender agenda
•Helps to make change
•Gender equality reporting has to be an integral to the approach
•Equal pay audits
Build networks
•Help your talented women achieve their potential
•Provide access to visibility and positive role models
Step by step creating Equality

10. Share Knowledge
•Across the business
•Support female colleagues
•Provide opportunity to feed ideas and knowledge into wider
initiatives
•Publicize case studies
•Show the role of women in your organisation being the norm
Step by step creating Equality
Drive the Culture Change

11. Transformation is the key
Drive the Culture Change
This is a way to
•Attract
•Recruit
•Retain
Talented Women

12. Transformation
• Will reduce head count
• It is important you retain skills, expertise and capabilities to help
achieve the vision
• The organisation needs to look at the executive pipeline
• The organisation needs to install systems to monitor and capture
data

13. Transformation
Gender Equality
•Should be a priority for achieving employment growth,
competiveness and economic recovery
•Deemed to be a vital necessity by many as the UK and Europe
emerges from the current economic climate
•Should be a major concern for us all

14. Equilibrium is important
Drive the Culture Change
• Decision making within your organisation is paramount for
strategy
• Daily decisions throughout the organisation rely on strategy
• Training needs to go beyond raising awareness
• Need to focus on unconscious bias
• Capitalize on female talent to have impact
• Capture data and report

15. Think Act Report
Drive the Culture Change
Website: www.gov.uk/dcms
Follow #ThinkActReport @dcms
Register your organisation to support

16. Book your place with an Othella®
seminar
Drive the Culture Change
Website: othella-llp.com
@Othella_LLP
Liverpool 2nd
August Master Class Cross Talk™
Introduction to Cultural Intelligence "CQ“
Liverpool 16th
21st
August Master Classes Cross Talk™
Awareness Development Series
Liverpool 27th
28th
August
Liverpool 2nd
3rd
September
ILM Endorsed Programme
Introduction to Inter Cultural Communication