Welcome to The Network of Networks for Gender Vanessa Valley and Birgit Neu Co-Chairs January 2016
The Network of Networks – New Members – Bri:sh Land – Cap Gemini – Channel 4 – Colliers – Irwin Mitchell – Macquarie – Na:onwide – Royal Mail – M&S
The Network of Networks – Mee7ng Updates • MEGANON – 23 rd September at PwC – Webinar TBC • LGBT TNON –3 rd November at Clifford Chance re: Trans – TwiTer School sessions for LGBT at State Street and dwf in October • BAME TNON – update from December mtg
Top 3 Focus Areas for Gender 2016 1. Engaging Men 2. Awareness to Improve Recruitment/Promo:on Processes (addressing bias, balanced candidate slates, by sector) 3. Mo:va:ng the Female Pipeline (mentoring, sponsorship, role models) #MEGANON
Top 3 Focus Areas for LGBT 2016 1. Raising Awareness of Trans Issues 2. Understanding Bi in the Workplace 3. Engaging Lesbians in LGBT networks #MEGANON
Table Discussions 1) Where are the areas of intersec:on between these LGBT and Gender focus areas, and how can they be progressed through our networks and TNON chapters? You said: • Awareness of collabora.on opportuni.es • Educa.on in both networks • Network opera.ng models – are there differences e.g. LGBT more focused on networking, diversity overall which strands could learn/leverage from each other • Sharing role models/providing accessibility to more role models throughout the organisa.on • Sharing recruitment best prac.ce #MEGANON
Table Discussions 2) As networks, does focusing on these get us far enough? How else could LGBT and Gender networks support innova:on around our • agendas in our organisa:ons? You said: More focus on recruitment, progression and reten.on • Cross industry events for LGBT and Gender – use shared plaHorms • Lobby for more budget and more senior sponsorship for networks • Iden.fy further policy changes needed in both procurement and HR • L&D needs to incorporate best prac.ce for LGBT and Gender • Educate the organisa.on about men, women, trans: affinity and iden.ty to empower for change • Look at who is represen.ng & represented around different diversity strands at events – what are • the poten.al mul.ple iden.ty of the people in the room and how does that get talked to #MEGANON
The Network of Networks – Recogni7on • Included on Inclusive Networks latest “Awesome Networks” list with TNON members EY and Vodafone • Shortlisted for “Collabora:on of the Year” for Inclusive Networks Awards 2015! TNON members EY, Lloyds Bank also shortlisted for collabora:on. EY, Lloyds Bank, RBS included on gender network shortlist sponsored by WeAreTheCity – EY were the winners! • Profile on TNON included in Network Buzz magazine
Member Spotlight Joanne Graham AON
IMD (19 November) Very liSle ac7vity reported, one network event and one network did comms to raise awareness on internal social networking site – should this be leveraged more if the priority for 2016 is to engage more men in gender discussions? IWD (8 March) Official IWD theme this year is “Pledge for Parity” hSp://www.interna7onalwomensday.com/Pledge-For- Parity
Interna7onal Women’s Day What event/ac7vity is your network planning for IWD this year? You said: • BBQ and post work drinks sponsoring Opportunity Interna:onal • Launching an app based on a SuffrageTe game • Internal training and development event • Launching our network • Seminar and recep:on in Munich • Same event in UK, Singapore, India, S. Africa with videos to be shared akerwards • Panel event with 5 inspiring women at different ages and levels • Round table events • Resilience event • Networking • Hos:ng an event at Parliament • Speaker events and launching our newsleTer • Regional hub level “awareness” event with key speaker • Film screening • Client event with Dr. Liz Kelan re: Men, Middle Managers and Gender Inclusive Leadership research • Suit drive for Smartworks • Collabora:on with WOW Fes:val networking event • Invi:ng school children in to hear from a panel of senior female leaders hosted internally • Poten:al event with Opco and Mercer’s release of their new research being presented at Davos • Raising money for local women’s refuge with a cake sale • Engagement event hosted by senior management showcasing this year’s theme • Launching a report on women’s leadership and par:cipa:on
NEWS following September mee7ng (ar7cle links available on TNON Gender LinkedIn group): • 30% Club – now being run by Brenda Trenowden • Men, Middle Managers and Gender Inclusive Leadership research from Cranfield • LinkedIn to publish gender diversity data from the planorm • LinkedIn survey on why women leave their jobs • WSJ ar:cle on gender bias in performance feedback • L’Oreal Founda:on study in Europe about the percep:ons re scien:sts • HBR ar:cle – men and women think men are more crea:ve • US Dept of Educa:on research on pay aker Ivy League university aTendance • Event content – what happened at Fortune and Salesforce conferences for women • Atlan:c ar:cle - odds of panels being “randomly” all male are astronomical • Boilerplate from August for men declining to speak on all male panels • Thomson Reuters Founda:on Women Who Work poll of women in G20 countries • “Sex and the Office” book by Kim Elsesser • Weber Shandwick study on Gender Equality in the Execu:ve Ranks • University of Exeter’s “Glass Cliff” phenomenon • Lord Davies revised gender target • CLO ar:cle on ERGs involvement in leadership development • Pantone’s colors of 2016 are…pink and blue
Data Transparency (query from Macquarie) As networks, what internal data do you get from other parts of your organisa7on to help drive your ac7vity? What do you do with the data you get? You said: About a third of respondents said they get no visibility to data at all • Some get very high level data only, e.g. number of female employees by region, overall male/ • female split and part :me/full :me, % of women by grade with YoY comparison Several respondents said their companies had only just started repor:ng on gender stats centrally • but this informa:on was not being shared with the network A very small number are gesng more detailed data regarding female recruitment, promo:ons, • talent, length of service
Nego7a7on Skills How women sell themselves short at the negotiation table
Natalie Reynolds Founder and CEO Fo EO natalie@advantagespring.com office@advantagespring.com @AdvSpring @AdvSpringCEO Natalie Reynolds advantageSPRING www.advantagespring.com
CSR Focus: Womenkind Worldwide Caroline Haworth CEO
Womankind • Women’s rights • Who we are • What we do • Impact of partnership • How you can get involved
Womankind • Approximately 140 million women and girls worldwide have experienced female genital mutilation • 1 in 3 women have experienced violence in their life-time • Just 22% of all parliamentarians worldwide are women
Womankind • 26 years experience • 70 countries • 18 million women
We aim to: • End violence against women and girls • Ensure women have a say in decisions • Enable women to control their livelihoods
Meron, Ethiopia “I stood between my husband and the girls. I physically struggled to save them from being cut. None of my neighbours helped me, I did it by myself.”
Impact • Girls Leadership Clubs, Zambia. £74,500, 3 years, 3,600 girls • Reducing FGM, Tanzania. £307,413, 3 years, over 24,000 women and men • Influencing governments to put women at the heart of development. £198,00, 2 years, 100,000s women
Engaging staff, clients & customers “Not only are the causes supported by Womankind great, I really believe that you are somewhat unusual in the ethic you seem to have about being really apprecia.ve of supporters.” Katy from London ran the Royal Parks Half Marathon for Womankind in 2014 and 2015.
How you can get involved • Join our board • Charity of the Year • Challenge events • Giving circle • IWD: report launch event • IWD: suffragette app • IWD: film / panel event • Volunteering • Events • Matched giving campaign
Thank you Caroline Haworth Caroline.Haworth@womankind.org.uk Disha Sughand Disha@womankind.org.uk
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