Transcript Diversity and Inclusion

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Diversity and Inclusion
in the 21st Century
Shirley Machaba - PwC Africa Internal Audit
Leader, PwC Governing Board Chair, PwC
Africa Governance Board member, Partner In
Charge of PwC Menlyn Office and IIA SA
President and Board chair
Agenda
1.
How to create a Network / Steering Committee
2. Women Empowerment and Gender Equality Bill
3. Diversity and Inclusion at PwC
Diversity and Inclusion at PwC
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Creating a Network
Networking groups facilitate both personal and career development
through the mutual exchange of experiences and opportunities.
Activities focus on achieving professional growth for members and on
improving the advancement of women with an organisation. As a result,
members are able to:
Receive valuable career advice
Expand their skills and knowledge; and
Share best practices.
TIP: Remember to include and invite men as well as women to a
networking event. The most successful groups are inclusive,
rather than exclusive.
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Creating a Network
What are your goals?
Questions that you may wish to consider – do you want your
networking group to:
Provide a sense of community and connectivity?
Create opportunities for networking and visibility?
Present opportunities for education, professional and personal
development?
Provide role models and a mentoring environment?
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Creating a Network
Who are your sponsors?
A sponsor may be defined as the most senior person in your business
environment who supports this initiative in both financial and practical
terms.
Enlisting the sponsorship of a senior leader is a key step in making your
group a success.
Responsibilities of a sponsor:
Champion the programme
Evaluate the programme locally – is the fit ‘right’?
Respond to issues and suggested solutions from groups
Respond to questions about the business need for these groups
Establish a budget
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Creating a Network
Who are your members?
Many established networking groups have found that the most common
structure is a steering group of management level, men and women,
who initiate the network, attract members, and plan and organise
events.
Do get junior women involved as network members – remember they
are the future of your organisation.
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Creating a Network
An action list
• Identify a sponsor
• Define and communicate your objectives, vision, mission statement
• Communicate the benefits and responsibilities to potential leaders
and members
• Establish a planning committee / steering group to brainstorm ideas
and share roles and responsibilites
• Evaluate local interest amongst women and men
• Plan your launch and ongoing marketing and communications
• Determine a steering group meeting schedule
• Be sure to have a detailed and approved budget
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Creating a Network
The Business Case
Demographic Shifts
To guarantee a large enough talent pool in the future requires penetrating
untapped and under-tapped resources
Business Imperative
Improved financial performance has been demonstrated as a result of diversity
in leadership
Diversity results in different opinions and considerations resulting in enhanced
innovation and solutions
Corporate Responsibility
It is our responsibility to ensure equal opportunity for everyone, including
within the communities in which we operate
Legal Compliance
Women Empowerment and Gender Equality Bill
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Creating a Network
Hints and Tips
• You cannot address a problem
until you know its root cause
• There is no quick fix for a more
diverse workforce - prepare
yourself and your leaders to
embark upon a long term change
management effort
• The key message is that diversity is
a business imperative that impacts
all of us
• Focus on your talent pipeline, not
just the senior women in your
organisation
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Women Empowerment and Gender Equality Bill
“To give effect to section 9 of the Constitution of the Republic of South
Africa, 1996, in so far as the empowerment of women and gender
equality is concerned; to establish a legislative framework for the
empowerment of women; to align all aspects of laws and
implementation of laws relating to women empowerment, and the
appointment and representation of women in decision making
positions and structures; and to provide for matters connected
therewith.”
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Women Empowerment and Gender Equality Bill
• The WEGE Bill was adopted by Parliament on Tuesday 6 March 2014
• The next step is that the Bill is referred to the National Council of
Provinces (NCOP) on 19 March
• If passed, the Bill will be submitted to the President for assent
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Women Empowerment and Gender Equality Bill
Application of the Act
2. (1) Unless otherwise indicated in this Act, this Act applies to all public bodies
and private bodies designated under subsection (2).
(2) The Minister may, subject to subsection (4) and in order to achieve the
progressive realisation of this Act, by notice in the Gazette, designate public
bodies and private bodies which must comply with one or more provisions of
this Act specified in the notice.
(3) The Minister may from time to time, for the purposes of subsection (2),
designate different public bodies and private bodies which must comply with
the relevant provisions.
(4) The public and private bodies designated under subsection (2) shall be the
ones that—
(a) employ 150 or more employees; or
(b) employ fewer than 150 employees but have a total turnover that is equal to
or above the applicable annual turnover of a small business as outlined in
schedule 1 of this Act.
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Women Empowerment and Gender Equality Bill
Some of the objectives of the Act
3.(e) Provide for the implementation of measures to achieve a
progressive realisation of a minimum of 50 percent representation and
meaningful participation of women in decision-making structures,
including Boards by designated public bodies and designated private
bodies, as contemplated in section 7
(f) Provide for the implementation of gender mainstreaming by
designated public bodies and designated private bodies as contemplated
in section 8
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Women Empowerment and Gender Equality Bill
7. (1) Despite any other law, designated public bodies and designated
private bodies must, within their ambit of responsibilities and available
resources, develop and implement plans and measures as prescribed, in
order to achieve the progressive realisation of a minimum of 50 per cent
representation and meaningful participation of women in decisionmaking positions and structures including Boards, which must
include—
(a) building women’s capacity to participate;
(b) enhancing the understanding and attitudes of communities to
accept the capabilities and participation of women as their equals; and
(c) developing support mechanisms for women.
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What is Diversity and Inclusion?
Diversity is all the ways in which people are unique, both visibly and
subliminally. Inclusion is about how we act. It's about recognising,
respecting, valuing and leveraging diversity in a way that enhances our
perspective or point of view.
An inclusive culture is one where we can feel we can bring our whole
selves to work and where we can express our ideas openly. By
strengthening the representation of diversity in our firm, we do more
than just create an opportunity for individuals; we also harness great
talent and great potential.
'Diversity is a noun, inclusion is a verb'.
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Our statistics
Since the launch of a focus on gender diversity in PwC, in 2006, our
female numbers have increased, per grade, as follows:
Grade
Percentage point increase
Partner
6.5
Associate Director
15
Senior Manager
20
Manager
8
Assistant Manager
5
Overall, PwC have 55% female staff members
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Gender Mainstreaming Awards 2013
Aim
To encourage private sector to buy-in to
achieving more meaningful
representation of women in the
mainstream of business.
The Awards were developed by Business
Engage and are sponsored by PwC.
The 2014 Gender Mainstreaming Awards
will be taking place on 21 August 2014.
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Gender Mainstreaming Awards 2013
• 22 August 2013
• 350 people attended
• Key note address by Minister
Lulama Xingwana (Minister of
Women and Children and
People with Disabilities)
• MC: Sandy Ngema-Ehrenreich
• Entertainment:
Kelly Khumalo
National Schoool of Arts
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UNiTE campaign
• PwC supports the UN Secretary-General’s Unite
to end violence against women campaign
• Aimed at working to end gender inequality and
violence against women and girls
• Wear orange on the 25th of every month
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March 2013
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Women are future business leaders
Thank you
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