1. IWD #BeBoldForChange
Celebrating (or mobilising for) bold action at <insert your organisation>
Insert your organisation logo

2. Why celebrate International Women’s Day (IWD)?
IWD reinforces that each and every one of us is responsible and can all take action to help drive better outcomes for women and girls in Australia and around the world.
The gender gap won't close entirely until This is too long to wait!
International Women’s Day provides an important opportunity for reflection and action to drive greater change
Every person can play a part in helping drive better outcomes for women.
Through meaningful celebration and targeted bold action, we can all be responsive and responsible leaders in creating a more gender inclusive world.
The World Economic Forum predicts the gender gap won't close entirely until This is too long to wait. So around the world, International Womens Day provides an important opportunity for ground breaking action that will truly drive greater change for women.

3. <insert organisation> current gender profile
<Insert your organisation’s key stats re: female participation>

4. How do we compare?
Here is the latest data from WGEA according by industry

5. What profile are we looking to achieve?
<insert organization’s targets/objectives>

6. Why is it important for us to achieve a more balanced/diverse profile?
ROI is higher from businesses that have diverse culture
Enhanced alignment and connection with our diverse customer base.
Greater innovation and problem solving ability
An improved, inclusive workplace culture – the initiatives enabling progress for women benefit everyone, contributing to healthier workplaces, healthier people and better results.
There is now very clear evidence that diversity drives innovation and business results , and that balanced gender representation in company leadership drives superior business results. There is also clear evidence that we can boost overall GDP through greater engagement of female talent in Australian Workplaces.
Our customer base is diverse and we must ensure we have an employee profile that reflects this customer base, to better understand their needs and make better decisions in our business. It is important to have a employee base that has a close alignment with our customer base to enable more responsive, appropriate business practice

7. We are using IWD as an important opportunity to….
celebrate the achievements of those employees who have driven us forward in our gender goals.
identify and declare new bold actions we can take, both as individuals and as an organization, to help progress our gender agenda.
celebrate the bold actions we have already taken.
We are using International Women's Day (IWD) as an important opportunity to:
celebrate the social, economic, cultural and political achievements of women because visibility and awareness help drive positive change for women
declare bold actions we can take, both as individuals and as an organisation to help progress the gender agenda because purposeful action can accelerate gender parity across the world
To celebrate the bold actions we have already taken. Our NAWO membership being one of those.

8. Celebrating individual achievements
EXAMPLES:
We are aligning ourselves with NAWO, to inspire and support our female talent and help us identify what we can do better as an organisation, with our culture and our leadership to change.
We are talking about Diversity at every Succession Planning Meeting.
We are measuring our progress and holding managers accountable for their departmental progress. We are measuring results.
We have set clear targets and have incorporated them into bonus calculations.
We have run focus groups/surveys with our female talent to better understand what hinders them from progressing and what supports them in their career progress.
We have reviewed our recruitment and selection practices to prevent unconscious & conscious bias
We have run training for all leaders and line managers in unconscious bias, and prevention of harassment and discrimination.
We have set up a working group led by <insert name and title> to identify the practical changes that we can make as an organisation to attract, retain and develop female talent.
We have made xyz policy changes and this has resulted in abc results

9. We recognise and say thanks to….
<List those people who have gone above and beyond to implement cultural change in their teams, to implement new policies, to lead diversity forums, to change their thinking and approach…etc>

10. Celebrating bold action we have taken
EXAMPLES:
We are aligning ourselves with NAWO, to inspire and support our female talent and help us identify what we can do better as an organisation, with our culture and our leadership to change.
We are talking about Diversity at every Succession Planning Meeting.
We are measuring our progress and holding managers accountable for their departmental progress. We are measuring results.
We have set clear targets and have incorporated them into bonus calculations.
We have run focus groups/surveys with our female talent to better understand what hinders them from progressing and what supports them in their career progress.
We have reviewed our recruitment and selection practices to prevent unconscious & conscious bias
We have run training for all leaders and line managers in unconscious bias, and prevention of harassment and discrimination.
We have set up a working group led by <insert name and title> to identify the practical changes that we can make as an organisation to attract, retain and develop female talent.
We have made xyz policy changes and this has resulted in abc results

11. Our NAWO <gold or silver> corporate membership
Providing inspiration, support and professional development for our female talent.
Exposing our leaders and our women and men to new thinking and successful initiatives that are making a positive difference for other organisations in the NAWO network.
Our continued active involvement in this network will accelerate our gender agenda

12. <insert bold action #2>

13. <insert bold action #3>

14. New bold actions we can take

15. Actions we have planned as an organisation

16. The #BeBoldForChange action I will take to progress gender parity is
#IWD2017
#BeBoldForChange

17. What’s your bold action?
Identify processes or practices that need to change and help change them
Demonstrate personal leadership consistent with our organisational values
Ask for what you need – from your Managers, from your colleagues
Call out bad behaviour in your teams
Be part of the solution, not part of the problem
Question your own biases and assumptions – especially when at a decision making point
Participate in conversation, listen effectively to the views of others
Attend a NAWO event with your team
Take responsibility for your own professional development

18. Please get involved in NAWO and use the membership
Register for events and programs via the NAWO website
Register for the Mentoring Circles Program – 2017 intake
Consider volunteering on a state committee
Encourage your colleagues – male and female - to attend with you
Take charge of your own career!
nawo.org.au
@NAWO_Australia
NAWO National Association of Women in Operations
Refer to our website regularly
- encourage women to register themselves for events and mentoring circles
- checkout our suite of specially selected professional development options for women in operations.
- utilise our partner company ‘endorsed products’ at a discount.
- men are welcome to attend our QB and PDE events – in fact we recommend that male colleagues be encouraged to attend and participate.
- Most of our development programs are targeted specifically for women but there are other programs that also benefit men. Please feel free to ask the question ‘can men access this program’ at any time! -
Managers and Individuals can check our suite of development options before looking elsewhere. All the hard work has been done for you.
If you are holding an event to promote NAWO or gender diversity in your work place, let us know via our Twitter handle or LinkedIn Group so we can help to promote your great work!
Twitter (use
(use icon) Discussion Group - NAWO National Association of women in Operations group

19. And those managing others... Please be encouraging….
Encourage your team to participate Accept invitations to participate with women from your team Become an Executive Mentor (Criteria Apply) Offer to host an event at your location – get your team involved Engage in conversation with women about key learnings from NAWO events Check out the NAWO web site, twitter feed Facebook and LinkedIn discussion page
nawo.org.au
@NAWO_Australia
NAWO National Association of Women in Operations
Refer to our website regularly
- encourage women to register themselves for events and mentoring circles
- checkout our suite of specially selected professional development options for women in operations.
- utilise our partner company ‘endorsed products’ at a discount.
- men are welcome to attend our QB and PDE events – in fact we recommend that male colleagues be encouraged to attend and participate.
- Most of our development programs are targeted specifically for women but there are other programs that also benefit men. Please feel free to ask the question ‘can men access this program’ at any time! -
Managers and Individuals can check our suite of development options before looking elsewhere. All the hard work has been done for you.
If you are holding an event to promote NAWO or gender diversity in your work place, let us know via our Twitter handle or LinkedIn Group so we can help to promote your great work!
Twitter (use
(use icon) Discussion Group - NAWO National Association of women in Operations group

20. Optional Slide

21. 2 key pieces of data. 55% 27.4% Source: WGEA Data 2015/16
There are also numerous pieces of data available painting a somewhat bleak picture of the status if women at work in Australia.
19% gender pay gap
3 out of 4 part time positions filled by women (this can also be viewed as a positive!!)
Very few managerial jobs offered part time or flexibly
Many Industries dominated by one gender
Female dominated industries offering lower pay than male dominated.
NAWO encourages us to reflect on two key pieces of data that really clearly highlight a problem that needs solving. Female talent in Australia is choosing to not take up key management positions traditional workplaces, either because they are not interested or because the structural and inherent barriers to their success are too great. NAWO exists to better understand this, and inspire organisations to make changes to better attract, retain and develop female talent, improve their diversity profile and their business results.
55%
27.4%