Transcript WIMNet - The Courage to Lead PowerPoint Presentation

Women in Mining Network (WIMNet)
Presentation to New Leaders Conference, July 2008
By Kate Sommerville on behalf of Women in Mining Network
WIMNet
Our vision
To have a mineral resources industry where all participants are
treated fairly and equitably and which is admired for its
people and its leadership.
Our mission
We advocate for and support, the attraction and retention of
women in the mineral resources industry and encourage their
participation in the activities of WIMNET and The AusIMM.
Talk Outline – The courage to lead
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Leadership
Courage
Courageous leadership
Example: WIMNet
Pros and Cons
Your challenge
5 Levels of Leadership – John Maxwell
Milgram Experiment – Yale 1961
• Experimenter
• Teacher (subject)
• Learner (actor)
65% administered
top shock
=> Hard for people to
resist authority
Courageous Leadership
Something is not OK
You fear ostracised for your views
No one is doing anything about it
You are passionate
You see there are benefits to change
You decide to take action
=> The challenge then is to put the message across
in a way that engages those people who can help
you make change.
Types of employees
• Engaged
• Not engaged
• Actively disengaged
Gallup's 2006 Australian Engagement Study
Types of employees
Results – Australia all industries:
• Engaged
21%
• Not engaged
61%
• Actively disengaged
18%
=> $32 Billion/year
Gallup's 2006 Australian Engagement Study
WIMNet – 2007 Renumeration Survey
Gender Pay Gap
Strength
Weakness
People were shocked Not sure on solutions
that there was still
inequity – people were
ready to listen
Opportunity
Threat
Raise awareness to
Complacency – isn’t
increase attraction and this sorted ?
retention of diverse
workforces
Gender Pay Gap
• x
Gender Pay Gap
• x
Support
Advocacy
2008-9 WIMNet Priorities
• Gender Pay Gap Survey
• Networking events
• Child Care Advocacy
First survey was analysed
and the
publicised
Newfindings
Regional
events At
Specific
questions
added to –
Moranbah
and Townsville
new
survey
to qualify
issues
more
toincome
Carer
questions
survey
Leveraging
off existing
Increased
numbers
WIMWA
Advocacy
to Minister
fortoStatus
organisations
to help improve
and
ofWIMARQ
Women events
skills
confidence
Upand
to 200
at each(WOB,
event
FBT
strategy
APESMA, QRC)
• Development Workshop for women
• WIMNET profile
New strategy to raise profile
Increase information flow to
MCA, Media, corporate
sponsors
2008 AusIMM Renumeration Survey
2008 - GENDER PAY GAP
Women
• x in Mining Network
Level 1 Level 2 Level 3
Level 4
Level 5
Male
77199
93169
114858
150663
211716
Female
71259
86042
103337
124034
143120
7.7
7.6
10.0
17.7
32.4
% Difference
An escalating gender pay gap is evident – beginning at 8%
at Level 1, graduate level, and escalating to 32.4% at Level
5, senior management level
There needs to be further investigation to understand the
relationship with gender / consultancy % / company
variance etc
Communication to business leaders
What your organisation can do to
retain more women – Ideas 1 of 3
Ask for input through
Exit interviews
Focus groups
Do the business case
$1 spent on flexible work return of $2-$6
Do the numbers
Culture
Value all
Consciously monitor participation, promotion and pay gaps
Ask questions about demographics
Have people KPIs
Ensure your processes are not biased
Analyse pay gaps
Robust Performance measurement
Robust Succession planning with diversity
checks
What your organisation can do to retain
more women – Ideas 2 of 3
Maternity leave
6-14 weeks paid leave >1 yr
Increased paid leave for >5yr
Extended paid leave at half pay
Incentives to return to work early
Maintain contact with employees on career
breaks
Childcare
Support advocacy around removing FBT for
employers - sponsored childcare
Support advocacy around tax deductibility for
in-home care
Support employees being able to access
quality childcare to suit mining rosters and
vacation periods.
Flexibility
It’s just one way people can work (flexible
can be full hours)
Be open about arrangements, remove
stigmas, encourage trust
Allow it before maternity leave
Allow it for employees participating in other
activities
What your organisation can do to retain
more women – Ideas 3 of 3
Support
Confidence via development and
mentoring
WIMNet networking events
Promote your company’s success
If you have no pay gap – tell everyone about
it
Tell everyone about great initiatives and
benefits
Walk the talk – visible leadership
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What your organisation can do to retain
more employees
Ask for input
Do the business case
Culture - value all employees
Consciously monitor participation, promotion and
pay gaps
Maternity leave
Childcare
Flexibility
Support
Promote success
Courage to lead – WIMNet so far
Pros
Cons
Being at forefront
Working together
Achieving actions
Positive feedback
Finding examples
Leaders thank you
Serves wider purpose
Accused activism
Staying positive
Your challenge – what will it be ?
New Leaders
Virtual branch
Safety issues
Shift supervision time
1. Everyone can become a good leader
2. Have courage: think for yourself and
know that you can make a difference