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Gender Equality Services: Culturally Diverse Workforces & Culturally Diverse Women

49% of Australia is multicultural, representing our diverse customer market, yet organisations do not reflect this diversity in their senior leadership.

Diverse female employees, experience the double jeopardy of culture and gender, which sees even less culturally diverse women; (less than 1.9%) in top jobs. The fastest growing customer market is the Indian female in her 40’s.

While brands collect data on their customers’ behaviours, they seldom use this data predictively to drive customer inclusion. As a result, they miss out on untapped revenue streams, especially from diverse customers.

Culturally Diverse Workforces (Inhouse, Tailored)

Using data analytics for both customers and employees; identifying structural and behavioural change over 12 months, this program focusses on the cultural inclusion of both employees and customers.

Our Process

  • Data analysis of changing customer demographics and untapped multicultural markets
  • Data analysis of employee demographics, using names, surnames, country of birth
  • Comparative analysis of customer and employee data
  • Identification of the case for change at different leadership and pay levels for both men and women and changes with customer engagement.
  • Co-creation of a roadmap with clients on structural and behavioural change to drive inclusion, considering, objectives, policies, and behaviours of leaders and employees.
  • Measurement of progress (employee and customer impact)

Our results

Client: Financial Services Firm

Problem: Growing multicultural customer market, under-serviced due to low and generalist focus. Largely Anglo-Celtic male senior leadership team.

Impact: Diverse current and future customers identified through data analytics and diverse employees seconded to project and talent pipelined to contribute to product and service design, marketing, sales, service and retention of diverse customers.

Culturally Diverse Women (Public Program)

This is an invitation only program for mid-senior culturally and linguistically diverse (CALD) women who are striving to advance their careers.

Organisations identify and sponsor their CALD women to attend a 4 part Masterclass series over 6-8 months. The rationale for the program is that culturally diverse women need to navigate their personal and external (strucutural and leader) biases to advance. Waiting for leader or organisational cultures to change slowly, leads to economic disadvantage while diverse women’s leadership and pay levels remain stagnant.

Culturally Diverse women nominated and accepted, join a cohort of 50-60 women from other organisations who stay together for the duration of the Masterclass.

Participating organisations also host at least one of the four sessions to show their commitment.

Our results

More than 300 CALD women have been nominated with 180 having started the program since 2017. These women represent 25 cultural heritages and are largely mid-senior women in top tier private and public entities.

I joined CDWomen because of the diversity of program facilitators, participants, presenters and learning. Masterclasses are focused on what really matters to progress, everything is carefully prepared and targeted to make the best impact. There are certain things that CALD women do that only other CALD women truly understand. Knowing how to avoid sabotaging ourselves is so valuable.

I explored many programs to see what inclusion and belonging looks and feels like and here is where I found it. Many many benefits. You immediately get your board of advisers and expand your networks. You come across your opportunities through your new networks that you otherwise wouldn’t know about.

Senior Finance Leader, CBA

CDW is a joint venture between MindTribes and Advancing Women in Business & Sport. We have two core programs, Culturally Diverse Workforces and Culturally Diverse Women. We define culturally diverse people as non-Anglo-Celtic, including Aboriginal and Torres Strait Islander and those from migrant backgrounds.

While both CDWorkforces and CDWomen have top down and bottom up approaches, CDWorkforces focuses on the structural and leadership barriers and CDWomen supports individual women to navigate in the short term structural and leader barriers.

ABOUFemeconomy badge of approvalT GENDER EQUALITY SERVICES

Many companies use expert solutions provided by consulting and advisory firms to advance gender equality. However, the offering of gender equality services tends to be fragmented.

We are working to identify and promote a portfolio of gender equality services from consulting organisations who meet Femeconomy’s criteria. The criteria to be a Femeconomy approved company is at least 30% of women on the Board of Directors or 50% female ownership. This provides businesses with the opportunity to support gender equality through their procurement decisions. Contact us for more information.

Posted by Jade Collins - Femeconomy Director

Jade Collins has 20 years’ global experience in corporate executive Human Resources and management consulting roles in the Mining, Energy and Aerospace industries, leading large scale, complex multi-million-dollar change management programs. Jade finds the combination of her HR, Psychology and MBA qualifications and her leadership experience is invaluable for increasing gender equality in leadership across industries. Jade was a member of the Queensland Government's Strategic Advisory Group for the Toward Gender Parity: Women on Boards Initiative and the 2019 CQU Alumni of the Year for Social Impact for her work with Femeconomy.