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“Diversity is the engine of invention. It generates creativity that enriches the world.”
Justin Trudeau, Prime Minister Of Canada
In a global landscape, the representational practices through which inequalities gain meaning are central - both within and across national boundaries. In this session, we look at how inequalities of class, race, sexuality, gender and nation are constructed, including:
• The role of representation and social inequality
• Addressing the underrepresentation of women in office
• The socio-economic benefits of having women in power
• Is the world ready for political parity?
• Sexism, scrutiny and women in politics
"Women are half the world’s working-age population but generate only 37% of GDP. If women do not achieve their full economic potential, the global economy will suffer.” McKinsey, 2015
The statistics behind gender parity alone tell us that empowerment of women is an economic no-brainer. The 2015 McKinsey report “the power of parity” quantified it as follows - “if all countries were to match the progress toward gender parity of the best performer in their region, it could produce a boost to annual global GDP of as much as $12 trillion in 2025.”
Europe has some experience with this, with several recent studies indicating that a reduction in the employment gender gap has been an important driver of European economic growth over the past decade, and has the potential to unleash even further growth. The Nordic countries continue to dominate the WEF's Global Gender Gap Report.
Norway, at 3rd, has closed around 84% of its overall gender gap largely due to strong emphasis on an equal society, a cross-sectorial political will and progressive policies to set the connections between working, family, welfare, and gender equality. With a Norwegian economy in transformation and the increase of innovation to develop a more diversified economy, this session looks at the drivers of these changes, the role of women @work in Norway and what challenges remain in Norway’s future.
Our panelists; Juliet Bourke, Human Capital Partner - Deloitte, Sadhana Smiles, CEO - Harcourts Group Victoria, Hedy Cray, Partner In Charge - Brisbane Workplace Relations discuss the Economic Imperatives For Equity, drawing from their varying commercial backgrounds to expose why it is essential that women play an equal role in the innovation process.
"There is no glass ceiling. Only a thick layer of men." Laura Liswood
In this session we look at:
"So, what do we want? Do we want a society that genuinely values equal opportunity for development, employment, economic security, safety, and respect, regardless of sex?" Cordelia Fine
In this session, bestselling author and academic psychologist, Cordelia Fine provides an overview of the similarities and differences between women and men – the view from behavioural science – and the need to go beyond ‘the business case’ in thinking about the value of gender balance in leadership.
“The economic potential available if the global gender gap were to be closed - based on a full-potential scenario in which women play an identical role in labour markets to men’s, as much as $28 trillion, or 26 percent - could be added to global annual GDP in 2025.” McKinsey, 2015
Despite increased participation of women in the labour force, the motherload of unpaid work such as caregiving and household chores remains with women. While men have increased their domestic contributions – a nod towards greater gender and parenting equality – Australian women do nearly 57 hours in housework and childcare weekly, double the 28.3 hours men contribute. Is parenting parity then a nirvana fallacy? Not necessarily, but real gender parity would mean changing social attitudes about the symbolic gendered value of domestic work, taking a more comprehensive view of gender inequality in work and reducing formidable barriers to the value we place on domestic vs market-based work.
So how do we break this paradigm of a working system which is designed to exclude women from the labour world and men from raising children; and reimagine our gender roles not only as parents but also in our working system and society?
“When powerful people want money, they get it. When powerless people want money, they are told to collect evidence.” Richard Dennis
Power and elitism are social constructs but for those who are losing out from the changes underway, fear is an understandable response. In this session, we unpack the impact of power and its reverberations across society and the need to preserve the status quo.
“There is a desire for change. There is a millennial generation that doesn't like what they're seeing, but doesn't quite know what the solution is.” Ken Moelis
Conventional wisdom holds that Millennials are the ‘me’ generation; entitled, easily distracted, looking for purpose instead of getting on with the job. Companies of all kinds are obsessed with understanding them better, not surprising considering this hyper-connected, tech savvy generation will make up 75% of the workforce by 2030. Millennials want change and expect to create a better future leveraging the power of digital technology across corporates, entrepreneurship and activism. Are we truly prepared for the rise of millennials?
Leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.
What is it that makes some leaders successful, while others can’t get traction with their people, their customers, or their organizations— no matter how hard they try? Why do some people seem like they were born to lead, while others struggle to gain the loyalty and engagement of their people? Why can’t everyone in a position of leadership inspire those around them to reach higher and aspire to more?
This session presents a remarkably powerful system to help top executives harness the virtues of their leadership style. We look at how leaders embody seven archetypes and how each archetype has powerful abilities and hidden impediments.