Achieving a Gender Diverse Workforce

Industry Gender Diversity Hub

5 KEY STEPS


 

Lorraine Jokovic

Lorraine Jokovic, Communications Council Board Member

Welcome to The Communications Council’s Industry Gender Diversity Hub. This Hub consists of five practical steps that The Communications Council recommends you follow, based on extensive research conducted by The Gender Diversity Group.

Our intention here is not to focus on the reasons why gender diversity is imperative to the future of your organisation. Assuming you have already considered the business case outlined in our research, this site has been designed to prepare you for the necessary changes you will need to instate to improve company culture, strengthen reputation, and ultimately grow your business.

There is no quick fix to changing an entrenched culture. It requires commitment, target setting, real policy and procedural change, and ongoing management – this is not a project, but a vital new approach to business.

We have utilised a lot of the great work and tools developed by organisations such as Chief Executive Women, WGEA, and perhaps most of all, the Male Champions of Change, whose co-Founder, Gordon Cairns, both influenced the formation of our own group of Industry Champions and took the time to mentor.

Our Industry Champions have been the first to trial our recommendations and each has a different story to tell. See footage from our Gender Diversity Forum here.

If you wish to speak to The Communications Council about the Five Step Process, you can contact us at query@communicationscouncil.org.au

Please note that all background reading, research and tools are available at the end of each section and in the toolbox at the bottom of this page.

We welcome any feedback you may have. Similarly, we are eager to remain informed of any developments that arise in your organisation as a result of this process. We look forward to hearing from you.


   

5 KEY STEPS



 
1

 PUT IT ON THE CEO'S AGENDA

It all starts with the CEO. Culture is driven from the top. Achieving any major change therefore requires your commitment. This means stepping up, altering your behaviour and taking action rather than talking about it.  More »

     
2

ESTABLISH A DIVERSITY COUNCIL

Commitment from the CEO is vital, but one person alone cannot create such fundamental change. Support is needed from leaders within your organisation to ensure action is taken throughout your business. More »

     
3

DO AN AUDIT AND GET SERIOUS

Now tackle the numbers. Ask yourself the question, “50: 50?” If not, why not? From recruitment and talent development to committees and panels, do you have a gender balance across career lifecycles? More »

     
4

DEVELOP POLICY AND PROCEDURES

Turning plans into policy. There are a number of widespread policies and procedures that exist in our agencies which are obstacles to the merit-based elevation of women. More »

     
5

DEVELOP AND MANAGE CULTURE CHANGE

Changing an entrenched culture is the toughest challenge you will face. The historical gender imbalance in our industry’s organisations has bred a challenging culture for females under a general assumption that the obstacles to their advancement are often inevitable or insurmountable. More »

     

QUICK LINKS

Links to the sources referenced in the Gender Diversity Hub More »