Do you take a strategic approach or a programmatic one when it comes to addressing gender equality?
Activity does not always equal impact. Often organisations undertake a range of disconnected gender programs. These initiatives may all useful in their own right, but are often not aligned to a common vision or goal connected with the overarching business objectives.
This can mean that there is lots of activity but little change in the numbers or culture, and a few years down the track organisations risk developing gender fatigue.
Many organisations don’t know where to start in addressing gender diversity
If you are starting out on the diversity and inclusion journey, you may be thinking through the questions, ‘Where do I start?’. ‘How do I engage my leaders on gender equality and diversity & inclusion more broadly?’. ‘What are the gender diversity issues in my organisation’?. ‘How can we tap into a larger talent pool?’. And ‘How do we address the deeper cultural issues in the organisation?’.
The first steps of starting the journey is building the business case in your organisation, and presenting to your leaders on why diversity is important for your organisation’s success.
Your gender strategy must be unique to your organisation
Organisations are at different stages of the diversity and inclusion journey. You may be just starting out, trying to get your leadership on board, or developing your strategy. You may also be at the point of looking at what’s next, or applying to become an Employer of Choice for Gender Equality.
The Agenda Agency takes a collaborative, evidenced-based approach to building your gender strategy
We incorporate change and communications from the start of the strategy process and by doing so we build your gender strategy with you, not just for you. We take a three phased approach:
Stage 1: Diagnostic review of gender equality in your organisation – Where are you now?
Stage 2: Develop your tailored gender equality strategy – Where are you going?
Stage 3: Develop your strategy roadmap and implementation plan – How are you going to get there?
It’s important to know your starting point before you build a gender strategy
The Agenda Agency use a methodology consistent with the WGEA Gender Strategy Toolkit to understand where your organisation is in a number of core areas of gender equality:
- Leadership commitment and role modelling
- Gender strategy and business case
- Leadership and management capability
- Talent and pipeline management
- Gender pay equity
- Workplace flexibility
- Gender composition
- Gender mainstreaming of operations
- Gender aspects of supply chain and procurement
- Gender measurement and reporting systems
- Policies and procedures.
Through this diagnostic issues, opportunities and strengths in each area are assessed. This process incorporates desktop reviews; interviews and workshops with leaders and teams; and surveys. A full debrief then serves as the launch pad to start the diversity and inclusion strategy build process.
Your organisation’s vision for gender diversity will inform strategy development, and align with your overall strategic objectives
- Step 1: Set goals specific to your organisation (based on the findings in the diagnostic), clear timeframes and develop leadership commitment to goals
- Step 2: Set specific strategies and actions addressing and prioritised to issues identified in your diagnostic review
- Step 3: Implementation planning and execution and change management and communications deployment
Harness strategic initiatives to embed diversity
Organisations looking to embed diversity deeply and sustainably into the organisational culture can develop and implement leading practice diversity initiatives. If you are looking to become an Employer of Choice for Gender Equality, we can help you systematically plan the pathway to your application.
The Agenda Agency has provided support to pay equity projects, workplace flexibility, inclusive leadership, employer journey and empathy mapping, diversity design thinking events, innovation and diversity hacks, diversity and inclusion internal communications and campaigns.
The Agenda Agency was founded by Dr Heidi Sundin. Heidi is a specialist in corporate transformation and gender strategy. Her experience spans the corporate, academic, public and not-for-profit sectors. Heidi’s most recent roles have included Group Manager, Transformation, Strategy and Renewal at Coates Hire; Executive Manager Education and Innovation at the Workplace Gender Equality Agency; Director of the Office of the CEO, KPMG, and various client-facing roles in risk management, audit and sustainability services.
While at the Workplace Gender Equality Agency, Heidi was responsible for the national education program and campaign to address gender pay equity. She established the education program on reporting and compliance with the Workplace Gender Equality Act 2012, the WGEA Gender Equality Strategy Toolkit, and the suite of toolkits on pay equity and workplace flexibility, through extensive stakeholder consultation.
In delivering to clients, Heidi draws on a team of diversity, strategy and communication specialists.
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.