Fairness is Simply Good Business Sense

Fairness is Simply Good Business Sense

Over the years, Phil Diver has become passionate about gender equity and is now driven by his desire to achieve fairness in the workplace. Yet he has had to undergo some personal challenges to end up where he is.

Starting out in an all-boys school, he was led to believe men were smarter than women. At university, a series of confronting episodes made him doubt this earlier teaching as he noticed his female counterparts being very capable of asking “next-level” questions and demonstrating enviable levels of intelligence. A hard truth needed to be swallowed: he’d been misled.

Since those early years, Phil has become CEO of the Construction Training Centre. One of his most notable achievements has been to pave the way to pay an extra 1% superannuation to all his female employees as well as continuing their full super whilst on maternity leave. Driven by the huge gap in superannuation between men and women at retirement, Phil felt the initiative was justified. His first challenge was to get his organisation and board onside which involved a number of robust discussions. With the support of the board and key sponsor the late Ron Monaghan, the initiative was approved. (Ron was also the driving force behind having the stolen wages for First Nations people repaid by the Queensland government.)  However, in order to do so it had to be done lawfully which required arguing the case before the Queensland Civil and Administrative Tribunal. QCAT ruled in favour of the Construction Training Centre and the superannuation changes were approved and implemented. At the time, this decision created some media interest in Queensland and the female staff have been enjoying the additional superannuation for over five years.

Phil Diver

Prior to this, Phil introduced an accredited breast-feeding room at CTC which has recently celebrated its 10th year. . He admits, “This was one of the harder initiatives to implement as certification by the Breast-Feeding Association of Australia was very stringent perhaps even more so than achieving ISO standards.” For instance, the water needs to be delivered at a consistent temperature.  Nonetheless, Phil felt it sent the right message: everyone is valued so well worth the effort

Phil continues to be at the forefront of gender equity today by providing free sanitary products across the precinct under their Caught Short program. The CTC has numerous toilets spread out across the precinct which Phil and his team manage. The idea came up over a “toilet meeting” to discuss the dangerous misuse of the toilets.  During the discussion, the important question was asked, “How else can we help our clients?” This led to a number of initiatives, one of which is the Caught Short program which today provides sanitary for anyone who finds themselves…caught short! Another was the transgender inclusive toilet to provide a sense of security and value for those who attend the precinct for training, who may identify as transgender or non-binary

Not all Phil’s initiatives revolve around women. Flexibility in employment is important for all genders in relation to parenting and mental health. The CTC has been a strong advocate of the “Mates in Construction” initiative and managed the grant that led to its establishment. This ground-breaking program raises awareness of suicide issues in the construction sector and provides trained workers across the industry with the skills to identify issues and intervene.

Phil reiterates that it is all about valuing people and being fair. It’s pragmatic business sense. Today when others are struggling to attract and retain their workforces, the Construction Training Centre, led by Phil Diver, is creating an outstanding place to work.

 

GippSport – Gender Equity On and Off the Pitch

GippSport – Gender Equity On and Off the Pitch

In many regional centres, sport is largely a male dominated pursuit with numerous opportunities for men and far fewer opportunities for women. Not so in Gippsland and for GippSport. As the peak body for community sport and recreation for the Gippsland region, they are well-known for finding a better balance to Change Gippsland’s Game.

Executive Officer, Dan Poynton, understands that to positively impact the gender imbalance on the pitch they would need to start with their own organisation. He is incredibly proud of the work they have done to recruit and develop the women on the GippSport team. It hasn’t been easy; they have had to chase down funding and invest equitably in women to address the imbalance that is historical in the community sport sector. As a result, one of their team has completed the Foundation Company Directors program, others have finished the various Government funded Emerging Leader’s program’s and three traineeships have been established.

“It is about equity, not equality,” says Dan.

In a proactive effort to ensure his team was on board with the investment in women, Dan started with training his male staff as allies. Today, GippSports has grown to three times its former size with women’s representation changing from 20% of the team to 60%. This is replicated on GippSport’s Board where 5 of 8 of the Directors are women from a range of backgrounds and professions.

GippSport works across a network of volunteer sportspeople that run the community clubs in the region. Here they provide support and encouragement to women in all roles from president to canteen manager. In one example, Hannah Eisen became the President of the Phillip Island Board Riders Club. She is the second female president in the club’s 59 years. The day after accepting her nomination, she had a moment of panic. With the support of Gene from the GippSport team, she has grown into the role and today is known as a role model across Victoria. Recently she has been quoted as saying, “Women should feel that they can have a say and make a valuable contribution.”

In another program, GippSport worked to expand the Orange Round campaign through the Victorian Government’s Preventing Violence through Sport grants program. This was carried out in partnership with key stakeholders Gippsland Centre Against Sexual Assault and Gippsland Women’s Health. Their approach was to present the facts; however, this wasn’t achieving the totality of the desired outcome. GippSport collaborated and offered additional advice centred around the traditional gender stereotypes in community sport. They actively sought out and profiled sporting leaders who were in non-traditional roles. For example, Peter Moody, male coach of the Moe A-Grade netball team or Anouk Meereboer, the first female Head Coach of a senior men’s Latrobe Valley Soccer League.

GippSport has emerged as an organisation at the forefront of community and sport development in Victoria. Even though they were not required to, they conducted a Gender Audit and wrote the Gender Equality Action plan for their peak body to lead the Regional Sport Workforce. “We are proud to be the first regional community sport organisation to do so,” says Dan. This work is now being used to inform and support 10 other community sporting organisations to work and achieve gender equality targets in their organisations.

So I married a fisherman…

So I married a fisherman…

 

Leonie Noble is a force for change. She uses her role as President of the National Rural Women’s Coalition to influence and create space for women both in Australia and internationally.

For Leonie, “It all started when I married a fisherman.” Being a fisherman’s wife in Western Australia meant spending 5 to 6 months a year at the Abrolhos Islands. It was during one of these stints, after yet another government edict which had a significant impact on the local fishing community, that Leonie lost patience. She felt the government should be consulting prior to delivering their changes. So, she rounded up the local fisher folk and started an organisation which in rapid time grew and became the voice of the Abrolhos with governments consistently consulting in a respectful and professional way. 

After much letter writing, their voice was heard, and the Minister came to visit. He was impressed with the Abrolhos community and their stewardship but in the case of Leonie, the then Minister for fisheries felt if she wanted greater input then she would need to become part of the team that developed policy. Soon she was allocated to a number of boards and committees. As the only woman in attendance, she was often confused with the tea lady. One time, she recounts, she was greeted with, “It’s great to have you here Leonie, now can you make the coffee.” To which she replied: “No thanks, but I will have a tea with one sugar.”

Leonie is passionate about stopping bullying behaviour and discrimination regardless of who is displaying it. She is immensely proud of the culture her team has created at the National Rural Women’s Coalition (NRWC) of which she is the National President. They work with Rural Regional and Remote women, Indigenous and migrant women, the LGBTQI+ community, and Women with Disabilities to name a few. Leonie says, “We do this because we believe that by empowering women, we empower a community. The lessons of equity and equality, and the difference between the two, become easy lessons to take home and be shared with and by everyone.”

Many of her other actions were driven by the desire not to be the token woman and to help other women obtain a voice. She soon discovered awards were a wonderful way to give women a profile which allowed them access to sponsors, governments, and open doors. In the seafood industry, to balance the men recognised for lifetime achievements, she created the Women in Seafood’s Honour Role. This launched in 2019 with an inaugural twenty women recognised. 

As President of Women in Seafood Australasia (WISA), she automatically became part of the Rural Women’s Coalition. It was her roles in WISA and the NRWC that aided Leonie’s application to become an Australian Delegate to attend the APEC WEF in Peru. As part of the delegation, she realised many of the issues women face are the same across the globe. Whilst there she connected with the Chilean delegation and soon became a mentor for their women from the seafood industry.

Since then, Leonie has not looked back. For the past decade, she has been working in the Civil Society Human Rights arena fighting for equality and equity across the globe. This is through speaking at forums such as international conferences and attendance at the UN Commission for the Status of Women (CSW) in New York each year and the Economic and Social Commission for the Asia Pacific in Bangkok. She humbly comments about how much of an impact the Australian Rural Women’s contingent has had on some of the global policies and that Australia is highly regarded on the world stage. 

These days, she is still not taking no for an answer and continues to find new ways to open doors for civil rights and women’s leadership and influence in many locations. Her advice is, “Do what you need to do, make it happen, and don’t worry about what others think.”

Innovation Starts with People

Innovation Starts with People

Manufacturer Jayco is leading Gender Equity Innovation

Like all manufacturers, Jayco has been suffering from lockdowns, shortage of labour and competition from cheap Chinese imports. Initially, they struggled to attract people spending hours on Seek and even resorted to putting up billboards to gain enough staff to meet the increasing demand for caravans.  Their innovation came with the decision to break with traditional 8-hour shifts and create a shift that supports working mothers, allowing them to do school drop off & pick up. Despite the fears of the sceptics, the results have been extraordinary with these part-time mothers being highly productive and rarely absent.

Another initiative to counteract the labour shortages has been to employ women on visas with only six months left. Many would have said this was a waste of time. Those at Jayco have decided to go the extra mile for their employees. They are proactively working as an employer to help them become Australian residents. All this continues to build a loyal and committed workforce. Today more than 50% of the new recruits to Jayco come via word of mouth from their existing employees.

CEO, Gerry Ryan says, “the most important part of your business is people and great people help you build a great business”. Jayco as a company is not only innovative in bringing women on as shift workers, it has been increasing female representation at every level. Only three years ago 20% of the management team were female, today that number has doubled, to 40% which is rarely seen in manufacturing,  creating career paths for those women starting on the factory floor. This has been nurtured with the Jayco Women in Leadership program. Gerry continues,” it is about the best people for the job and to do that we need to upskill and develop our people”. He is adamant that by supporting gender equity he has created a stronger and more committed company that continues to grow and be successful.

When asked, what tomorrow brings, Gerry shared his ambitious plans to work across 15,000 school children to educate them on the benefits of apprenticeships encouraging more to see trades as a viable option, ” I am not waiting years, we are doing it now!”

New Award Aim to Improve Gender Balance in Business Leadership Roles

New Award Aim to Improve Gender Balance in Business Leadership Roles

Business in Heels, an organisation that aims to empower women in business, has launched an award geared towards achieving gender equality among businesses.

The Recalibrate Gender Equality Awards aims to encourage competition between businesses especially in the ‘War for Talent’. Through the award, the organisers hope to create a groundswell of activity driven by best practice and inspired by the stories of individuals.

“Every little bit counts and maybe this will be the tipping point in driving change. I would like to see some major change in my lifetime,” Business in Heels CEO Lisa Sweeney said.