Transcript Slide 1

Sport Education Conference
University Sunshine Coast
3/4 July 2014
Overview
• Where are we at now?
• Why is Gender Equity on Boards
Important?
• What’s stopping more progress?
• Ways to Attract Women
• Resources
Video - Are You On Board Campaign
• Recently released by VicSport as part of its
new campaign
http://www.youtube.com/watch?v=KJWzBwIHC
nY&feature=youtu.be
Where Are We at Now in Business?
• Norway's 40% quota for female directors
of listed companies came into force in
2008
• Since then quotas imposed in Belgium,
Iceland, Italy, the Netherlands and Spain
Where Are We at Now in Business?
• Workplace Gender Equality Act 2012 requires nonpublic sector employers with 100 or more staff to
submit a report to the Workplace Gender Equality
Agency
• 18.2% females on ASX 200 boards is (28 May 2014)
• 41 boards in the ASX 200 still do not have any women
•
Source: http://www.companydirectors.com.au/Director-Resource-Centre/Governance-and-Director-Issues/BoardDiversity/Statistics
Where Are we At Now in Sport?
• ASC Governance Principles 8 x Principles
•
http://www.ausport.gov.au/__data/assets/pdf_file/0004/563629/ASC_Governance_Principles.pdf
• ASC Mandatory Governance Principles
(for large partner NSO’s 9 top 7 funded)
•
http://www.ausport.gov.au/ais/australias_winning_edge/mandatory_sports_governance_principles
Target of 40% women on Boards by 2015
So far only Hockey Australia has met target with
6/11 female Directors
Where Are We At Now in Sport?
• 8/63 female Presidents of NSO’s = 12.7% AUS
vs 17% (27% MSO’s) CAN vs 10% UK
• 127/439 female Board Directors of NSO’s =
28.9% vs 24% (34% MSO’s) CAN vs 27% UK
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Sources:
http://www.ausport.gov.au/participating/women/sport_leadership_register/women_on_boards_2013
http://canadiansportforlife.ca/sites/default/files/user_files/files/CAAWS%20CS4L%20Engaging%20Women
%281%29.pdf
Source: http://www.wsff.org.uk/news-and-views/wsff-trophy-women
Why is Gender Equity on Boards
Important?
• More than about women, gender equity is the
simplest measurement and a good starting point
• Do the right thing for women, then you will be
doing the right thing for other groups from
different backgrounds and your community
• 3 main reasons (Participation, Funding & Profile)
Reference:
http://www.wsff.org.uk/system/1/assets/files/000/000/313/313/ec574caf7/original/11
_compelling_reasons_why_sports_should_work_with_women_and_girls.pdf
Why is Gender Equity on Boards
Important? (Cont)
Greater Participation of Females
• Females fastest growing market in many sports
e.g. Cricket, Football, Aussie Rules, Rugby Union
• Higher Drop Out Rates for females ( Keeping
them involved is easier than attracting new
members)
• Interests of women, children & families are more
likely to be taken into account by female
Directors
• Selecting the best people from the widest
possible talent pool
Why is Gender Equity on Boards
Important? (Cont)
Increased Funding
• Access to more grant funding, potential loss of
funding for not meeting board targets e.g. NRL,
ASC
• Untapped sponsorship market for women who
control 70% -80% of household buying decisions
• UK 0.4% of total sponsorship to elite female only
sport vs 61.1% to elite male only sports
• Investment in women is cheap way to achieve
better results at a faster and more sustained rate
Why is Gender Equity on Boards
Important? (Cont)
Positive Profile
• Better reputation with the public (if
welcoming, otherwise will go elsewhere)
• Stronger relationships with the media
• Changing community expectations
• Chance to lead and be recognised
Questions
• Which of these reasons is a good reason for
your organisation to bring about change and
think about how to bring more women onto
your Board?
• If you have two or more women in your Board,
then what benefits have you noticed?
What’s stopping more progress?
• Unconscious bias (stereotypes) e.g. retailers,
recruitment
• Group think: cycle of men selecting more men,
board reinforces each others' thinking, leading to
insufficient debate & poor decisions
• Psychological barrier: Women’s confidence in
themselves
• Time based barrier: Family responsibilities
• Interpersonal: Lack of support/mentors
White male and stale!
Ways to Attract Women
Leadership:
• Willingness of key leaders to change e.g. Starts with
President, administrators/coaches/sponsors who set
the standard e.g. Male Champions
• Put the issue on agenda (Vic Sport video)
• Make a public commitment/Policy and Plan on Website
• Good management of cultural shift if quota introduced
Pathways:
• Develop pathways (e.g. short term tasks/projects, subcommittees, shadow positions)
Ways to Attract Women (Cont.)
Structure:
• Build in formal ways to increase more places
for women (e.g. Hockey equity clause with
min 35 % of one gender; female
President/male VP, female & male co-chairs,
boards power to appoint independents, then
women stand for election after 12 months)
• Limit terms of office, succession planning
• Reserve places for women when merging orgs
Ways to Attract Women (Cont.)
Recruitment:
• What skills do current Committee/Board
members have now? What do we need for
the future? (Do a skills audit well before AGM)
• Diversity profile (age, children, disability,
CALD, ATSI, skills, qualifications, etc)
• Identify , ask, & nominate women with the
right skill set
Ways to Attract Women (Cont.)
• Promote positions (e.g.
newsletters/posters/emails/website)
• Media release & advertisement for local
newspapers
• Nominations Group/Sub-Committee
(Approach 2-3 people outside your
organisation to help e.g. Chamber of
Commerce, Council, Rotary/Lions, University,
School Principal & former elite female athlete)
Ways to Attract Women (Cont.)
Retention:
• Need at least 3 women for Boards to work well
• Try not to appoint just 1 woman, try 2 as a min
• Orientation/Information
• Timing and Location of Meetings
• Fun and friendship
• Mentor, support
Reward and Celebrate:
• Awards e.g. Champions of Change
The Case for Considering Former
Female Athletes on Boards
More than 4 out of 5 executive
businesswomen played sport growing
up & vast majority say lessons learned on
the playing field have contributed to their
success in business
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Source: MassMutual Financial Group and Oppenheimer Funds, A Survey on Sports in the Lives of
Women Business Executives, 2002: From the Locker Room to the Boardroom:
http://www.prnewswire.com/news-releases/new-nationwide-research-finds-successful-womenbusiness-executives-dont-just-talk-a-good-game-they-played-one-75898622.html
How you can help
• “There are those who look at things the way
they are, and ask why... I dream of things that
never were, and ask why not?” Robert Kennedy
• If it’s not you, then who?
• If’s it not now, then when? Peter Baines Founder, Hands
Across the Water
Resources
Women on Boards: A Guide to Getting Involved
http://www.caaws.ca/leadership/women-on-boards/
VicSport’s 'Are You On Board' Campaign
http://www.vicsport.asn.au/News.aspx?ID=157
Vicsport’s Good Governance Tool Kit
http://www.vicsport.asn.au/Assets/Files/FINAL_Good_Governance_ToolKit_Update.pdf
Better Boards Stronger Sport Toolkit (EU Funding)
http://www.irishsportscouncil.ie/Governing_Bodies/NGB_Support_Kit/Better-Boards-Stronger-SportToolkit/Download-the-online-optimised-Better-Boards-Stronger-Sport-toolkit.pdf
Being Board Ready: A Guide for Women
http://www.communities.wa.gov.au/communities-infocus/women/Leadership/BeingBoardReady/Documents/WAC_Toolkit.pdf
Resources (Cont.)
ASC’s Women in Sport Leadership Register
•
http://www.ausport.gov.au/participating/women/sport_leadership_register
Workplace Gender Equality Agency info & resources
https://www.wgea.gov.au/lead/improve-against-gender-equality-indicators
Test Your Own Unconscious Bias
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http://www.diversitypartners.com.au/resources/test-your-own-unconscious-bias
Assess your board strengths
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http://mwa.govt.nz/assess-your-board-strengths
Diversity Case Studies from the UK
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http://www.diversitychallenge.co.uk/case_studies.php
Contact Details
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Leanne Evans
Executive Officer
Australian Womensport & Recreation Assoc.
http://www.australianwomensport.com.au/
Email: [email protected]
Tel: 0417 282 293
Questions?
Thank you.