1. Women in Business Seminar presented by OneLegal and Psylutions September 2010 “The challenges faced by women in business with a focus on work/life balance and career progression”

2. How far have we come? 1902 - women given the right to vote and to sit in parliament (1895- SA). 1949 – First Cabinet Minister appointed Until 1966 – women had to resign from public service when married 1969 – awarded ‘equal pay for equal work’ 1984 – federal legislation to ban discrimination on basis of sex 1988: PM launches the first National Agenda for Women 2010 – Julia Gillard is first female PM-elect

3. Women today Women make up 62.7% of bachelor grads (2008) Female labour force participation of 58%, unemployment 4.6% (above national av. 4.3%) More than 30% of small business operators are women 57% of APS are women In 2008, 30% of Federal Parliament members and senators were women

4. Board Representation Half of ASX200 Australian companies have at least 1 woman in executive management team. 89 women vs 1091 men hold board seats Hold only 7% of key management personnel positions (mainly HR & public affairs) Women CEOs & CFOs has declined since 2006 BUT since 2006 women exec managers in Legal Counsel, Corporate Communications and Company Secretary has increased.

5. Pay Gaps Feb 2009, gender pay gap was 17.2%. Graduates - median salary for female graduates was 95.7% that of male bachelor degree graduates. As women’s representation at higher levels of the workforce decreases, the gender pay gap increases

6. Gen Y Women (born 1980 – 1995) For Gen Y, almost no wage gap exists, Gen X—the wage gap increases to around 3.5 %. Baby Boomer women, the wage gap jumps to around 13.5 %. Majority of Australian studies show wage gaps have little to do with differences in education, experience, children, being married, but rather are driven by being female.

7. Gen X Women (born 1965 – 1979) A 20-year study (Uni Melb) found only 38% of tertiary- qualified Gen-X women work full time, compared with 90% of Gen-X men at the same level.

8. What happened? Access to Flexible Work and Work/Life Balance  Resistance to flexibility increases as seniority increases. Lack of Quality Part-time Work  Lack of job share opportunities at mid and senior levels Child Care  43% per cent of Australian children aged 0-12 years attend child care/after school care.

9. Our Panel Members Will Irving - Group General Counsel, Telstra Sophie Valkan - Chief Executive Officer, RFS Group Cressida Wall - Head of Policy Development, Office of the Premier of Victoria Carol Morley - People & Culture Business Partner (Vic, Tas, nabretail), NAB

10. What next? Make positions attractive  Improve access to part-time work arrangements.  Introduce flexible work arrangements for senior positions eg technology Maximise chances of a successful recruitment  Recruitment plans that attract women to senior roles.

11. What next? Actively create opportunities for women to demonstrate and develop their skills, experience and confidence  Use secondment arrangements  Facilitate networking opportunities with key internal and external stakeholders. Mentoring (using male or female mentors)  Mentoring is a supportive relationship that provides an effective means of supporting women to make the transition into executive level positions.