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Despite all the talk about diversity and equality in the workplace, far too often it is just that - talk. Australia remains a laggard in the English speaking world in terms of gender equity at work, and it isn’t getting any better. At a #Femmeforce event last week in the Salesforce Sydney office, we invited a pioneer of workplace diveristy to help us unpack many aspects of this issue - and her advice was invaluable.

 

The Salesforce #Femmeforce program is a global initiative to drive better diversity and gender equality throughout the company. The local priorities of the program in Australia are twofold : ensuring we are an employer of choice for women and are attracting female talent, along with the development and progression of our female talent to give them every chance of success and ensures we are an employer of choice for women. More generally it seeks to: raise awareness of the issues surrounding gender equality; to engender a culture of inclusivity - of men and women; to foster greater collaboration between men and women; and to empower employees to be all they can be irrespective of gender.

Senior leaders need to speak up as sponsors for the skills of women

To kick off the new program, we invited to speak a bona fide, pioneering glass-ceiling smasher! Diana Ryall is best known as the former MD of Apple Australia (1997-2001), but is also widely celebrated as a Member of the Order of Australia (AM) for her charitable efforts. Her championing of equality for women in the Australian workplace is legendary and her wisdom and knowledge of the issues was the perfect way to get to grips with the challenges ahead.

  • Work Life Balance: “Too often families are seen as ‘women’s things’” observed Diana, making the point that men should wear their parenting role more visibly on their sleeve making it easier for theresponsibility of parenting to be more equally distributed between men and women in workplace. When the parenting playing field is level then gender equality is far more likely.
  • Mentoring/sponsoring: She believes “Senior leaders need to speak up as sponsors for the skills of women.” Organisational leadership needs to take on the responsibility to better distribute opportunity between men and women ensuring women can succeed as equally as men.
  • Leadership: “Women don’t put their hand up for senior jobs, especially when the role involves a transfer of skills...they need to get over it,” Diana urged, with great passion. Women should put their hand up for senior jobs however much of a stretch it might represent.
  • Pay equality: Women should fight for equal pay and demand the same as their male peers: “earn what you deserve” was Diana’s call. “Women accept what they are offered...they should be more assertive, like men...be the squeaky wheel!”
  • Unconscious bias: “Everyone brings bias to the table...we expect the new CEO to be a tall, white male.” Both men AND women need to be cognitive of that bias and begin to call it when they see it. (There will be more on this topic next month.)
  • Career priorities: Directing this advice to the many members of the audience who were young women starting out in their careers at salesforce.com, Diana said: “...having children in the future shouldn’t mean the end of your career, but the culture WILL make you feel guilty for wanting children AND a career. Be up-front with your partner early on about what your objectives are, have that discussion, plan around it.”

I must say I Diana’s thoughts certainly resonated strongly with me. Thinking of my own personal experience, I remember being 6 months pregnant and with a 9 month old when I was offered a promotion and move to Singapore. The challenges of that, and my career+motherhood status since, have made me ruthless about sticking to my priorities and about fighting to maintain a healthy work-life balance. I have moved from someone who wasn’t comfortable admitting to having children during job interviews in case it penalised me to someone who now speaks loudly for balance and a healthy blend of work life and family life. Workplace culture should match its talk around these issues with more actions I think, and it is very inspiring to see pioneers like Diana out there trying to make a difference.