The ever-increasing drive for diversity is not having the equality impact we need
For over ten years, corporate Australia has been ramping up a stated drive for greater diversity in the workplace, which has primarily been around increasing female workforce participation, including the percentage of women at management levels and above.
Nevertheless, the latest statistics offer a damming verdict on the actual outcomes being achieved. Despite women comprising the majority of university graduates (for the last 30 years) and entering the workforce at a similar ratio, by the time these women reach lower management they are already in the minority. And their representation continues to fall, reaching only 20% at the executive management level, a percentage which has remained largely stagnant.
The lack of progress is not just about female representation at different levels of an organisation. The full-time national gender pay gap is 15.3 percent, which is little changed from its ten year high of 18.5 percent in 2014.
Clearly, better diversity inputs (more females entering the workforce) and the increased focus on diversity is not having the impact needed to deliver equality in the workforce.
A clear focus on inclusion has typically been missing from the diversity drive
There is a growing body of research which is now highlighting that diversity without inclusion will not deliver substantial change; they must go hand in hand. At its core, inclusion within an organisation means that people are treated equitably, feel both that they are valued and belong. This in turn means they feel safe and empowered, able to bring their unique skills into the workplace whilst retaining authenticity.
Inclusive leadership and an inclusive culture are crucial to this, enabling the maximum performance for a diverse set of individuals in an organisation.
Inclusion and equality are more effectively achieved within cultures where both women and men are high-performing – this investment enables everyone to thrive
At Xplore, we develop leaders who create inclusive, high performing cultures and help organisations make significant cultural change. We do this in two key ways:
- We build career excellence and high performance for individuals through our programs which focus on resiliency, empowerment and leadership. These programs are tailored to various levels of workforce and management.
- We enable organisational change and growth across the inclusion and equality frame through targeted services that embed an inclusion mindset in leaders and establish inclusionary pathways in the organisation.
At Xplore, our outcomes are measured in hard data
We measure the impact of our programs and services in three ways:
- Psychological Capital: this measures the impact to the participants along the factors of self-efficacy, optimism, hope and resiliency. Research shows high psychological capital leads to increased job satisfaction, engagement, commitment and wellbeing, and decreased intent to leave an organisation. The importance of this measure is that it directly assesses the impact of the program to the individual. In 2017 participants in our program reported their Psychological Capital improved from medium to high.
- Net Promote Score (NPS) – this measures participants’ satisfaction in our services. In 2017 our core programs had a NPS range of 77% though to 82% across cohorts at two ASX 20 companies. (In general, NPS scores above 50% are deemed excellent).
- Program content rating (PCR) – we regularly request participant feedback on the overall program content, and for 2017 the average rating by participants was over 90%.
Ultimately for clients our proven content and service delivery translates to real results, measurable change and justified business cases:
“Xplore supports us in building a truly inclusive culture. Their mix of career development programs, leadership events and passion for equality and inclusion, sets them apart.” Head HR for ASX 50 company
“We submitted Xplore’s Career Resilience Programs as part of our industry awards employee programs category. I’m delighted to say that both programs have been listed as finalists.” Head of HR for major Australian law firm
About Xplore for Success
Xplore has been driving inclusion and equality since 2002. With our nationwide network of experienced facilitators and coaches, and our proven distinctive programs, we have changed lives, careers and leaders for over 15,000 people, across Australia’s leading companies. Amanda Webb CEO Xplore for Success is pictured.
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.