On 10 December 2012, AHRI, UN Women Australia and principal partner, Westpac Group, launched the communique of the 2012 Summit.
On 8 July 2011, AHRI, UN Women Australia and principal partner, The Westpac Group, launched a report on the findings of the Summit.
Diversity is no longer about doing the right thing. It's about capitalising on the opportunities that flow from embracing it.
In March 2011 AHRI surveyed its members and stakeholder in an online survey to gauge their perspectives on gender equity in Australian organisations.
Women in the Australian workforce will benefit from greater gender equity in the evaluation of their jobs, if a forthcoming Australian Standard on Gender-inclusive job evaluation and grading is utilised. The voluntary Australian standard aims to eliminate gender bias from the assessment of the skills and responsibilities required for jobs. It is in draft form and is now out for public comment.
AHRI is pleased to present a workshop program ready for you to deliver in your workplace.
EOWA case studies look at how organisations are addressing gender equality in the workplace.
The Gender Equality Project (GEP) is a networked organisation of industry partners, research partners and associates collaborating in pursuit of the mission to produce significant improvement in the gender balance in leadership roles of participating organisations.
A group of Year 10 students at Sydney Boys High School, for their Community Action Project for High Resolves, chose to raise awareness about gender inequality.
Dianne Jacobs, Ivey Business Journal, November/December 2010
A wide-ranging, multi-country research study explored how companies integrate gender diversity into their talent practices.
Peter Day, BBC News, September2008
London Business School research on gender and teamwork shows that the lowest performing teams are those that are made up of just men. The second lowest are the ones that are made up of just women, and the highest are fifty percent men/women." The most efficient teams are made up of 50% men and 50% women. The teams made up of 100% men and 100% women are amongst the least efficient teams.
The Women's Empowerment Principles are a set of Principles for business offering guidance on how to empower women in the workplace, marketplace and community. They are the result of a collaboration between the United Nations Development Fund for Women (UN Women) and the United Nations Global Compact.
Peter Wilson, Weekend Australian Financial Review, 22-23 January 2011
An overdue public debate was generated in 2010 on Australia’s representation of women within senior business ranks.
By Jayne Hrdlicka, Dale Cottrell and Melanie Sanders, Bain and company
Australian executives still don’t believe there is an equal opportunity for women to be selected for leadership positions. Companies can take three measures to close the gap—and create a stronger talent pipeline.
A FINSIA (Financial Services Institute of Australasia) report
Despite often entering the workforce at similar levels to men, many women are paid less than their male colleagues, are less likely to be promoted and are severely underrepresented at executive level, particularly within Australia’s financial services industry.
Helen Nugent, AFR Boss, November 2010
We are at an inflexion point in the story of women in leadership, writes a hopeful Helen Nugent
Ruth Schechter, Gender News (from the Clayman Institute for Gender Research), 22/11/09
Mothers looking for employment are less likely to be hired, are offered lower salaries and are perceived as being less committed to a job than fathers or women without children, according to a recent study of gender inequality in the workplace. What’s more, the pay gap between mothers and childless women is actually bigger than the pay gap between women and men.
McKinsey & Company
Women Matter 2010 is the fourth in the series of McKinsey & Company’s Women Matter research projects assessing if and how women leaders contribute to companies’ performance. In 2010, the Women Matter study shows that although a majority of leaders recognize the impact of gender diversity on business performance, this belief does not translate into actions.