1. WPDN Women Doing It For Themselves

2. Introductions Drivers not founders Lee Jones Liz Pryzibilla

3. Background  Affirmative Action Plan  EO & Staff Development Unit  HEO5 and above – all women  Steering Committee

4. Underlying Philosophy To foster within the University an environment in which women achieve their personal and professional potential. Information, networking and PD Taking Control Making it Happen Knocking down Barriers Doing it for Ourselves

5. Role of Steering Committee Volunteer – Drive Planning Weekend -Action Plan Set Terms of Reference Identify Goals Communication Listen

6. Early Achievements Web presence Brochure Orientation – Induction Training Needs Analysis LNF’s Mentoring Program – 1996/97 pilot

7. Barriers for women Themselves Self-confidence Skills and abilities Family commitments Institutiona l Visibility Networks/Knowledge Job Opportunities

8. Examples/Stories/etc ??  30 years at Uni with no Staff Development  30+ years at Uni with no PDR  Not given time off to do the mentoring program or attend WPDN  Hairy armpit brigade  Planning Day fun  How networking has helped

9. Mentoring - Mentorees Increased visibility and understanding of the institution Increased self-confidence Better appreciation and understanding of existing skills Increased visibility through networking Improved access to information Improved communication and interpersonal skills Clearer identification of career and staff development goals Improved job opportunities

10. Mentoring - Mentors Personal satisfaction Knowledge of the institution from a different perspective Extension of their own communication skills Skills in sharing of information and appreciation of the process Improved listening skills

11. Statistics talk In 1994 36% of women were classified HEO5 and above In 2015 57.8% of women were classified HEO5 and above 74.1% of women in HEO 2 – 4

12. WPDN’s Contribution Mentoring Program – over 400 mentorees and 400 mentors Networking and career development opportunities Raised the profile of women professional staff within the University Opportunities to showcase and celebrate talents Guidance and support Fills a gap that is not readily available from supervisors/colleagues – coaching, motivation, enabling, encouraging

13. Challenges going forward Complacency: in ourselves and the institution What are the current issues facing women today? Career development opportunities Pay gap Work life balance Good policies don’t automatically result in good practices

14. WPDN success Drive and commitment of the Steering Committee Women doing it for themselves