New Sponsor Announced for the Gender Equity Awards 2024: Data Drives Insight & MD Ashley Hunt Join the Cause
Melbourne July 2024 – The Gender Equity Awards 2024, Australia’s premier event celebrating the champions of gender equality, is thrilled to announce a new addition to its distinguished list of sponsors. Data Drives Insight, a leading Australian company known for its tech tools to support workplace inclusion, and its visionary MD Ashley Hunt, have stepped forward as fervent advocates for this crucial cause.
Gender Equity Awards 2024 has been at the forefront of recognizing and applauding organizations and individuals who have made outstanding contributions towards achieving gender equality in Australia. With Data Drives Insight and Ashley Hunt on board, the event is set to reach new heights in terms of impact and significance.
Ashley Hunt, Founder and Managing Director of Data Drives Insight:
“At Data Drives Insight, we understand that creating psychologically safe workplaces is not just a compliance requirement but a foundational element for fostering innovation, engagement, and overall organisational success. My experience as a counsellor and family therapist has shown me firsthand the significant harm caused by inequity. That’s why we focus on systemic change, utilising data-driven insights to empower leaders and build inclusive, high-performing teams. The commitment to psychological safety and inclusivity must be deliberate and continuous, as it directly influences the well-being and productivity of both individuals and the organisation as a whole.”
Lisa Sweeney, CEO/Founder of Gender Equity Awards 2024:
“We are incredibly excited to welcome Data Drives Insight and Ashley Hunt as sponsors for the Gender Equity Awards 2024. Their dedication to fostering a inclusion in organisations is inspiring, and we look forward to working together to shine a spotlight on those who are driving positive change in our society.”
Data Drives Insight’s commitment to diversity and inclusion goes far beyond words; their actions, programs, and internal initiatives demonstrate their dedication to making a meaningful difference in the lives of their own employees, the companies with which they work, and the broader community.
About Data Drives Insight:
Data Drives Insight is a pioneering Australian company dedicated to fostering inclusive and high-performing workplaces through data-driven insights. Their technology-enabled tools and solutions drive sustainable culture change, leadership and organisational performance by empowering teams. Backed by empirical research, Data Drives Insight specialises in real-time leadership and team transformation solutions based on neuroscience. Working with high-risk sectors here safety is paramount, including health and care industries, the company’s innovative tools, such as the PSI and PSI 360 programs, provide actionable data that empowers leaders to create psychologically safe teams and workplaces. These insights help organisations comply with WHS laws, enhance employee engagement, and boost productivity. Committed to systemic change, Data Drives Insight supports leaders in building diverse and inclusive teams that thrive. For more information, visit Data Drives Insight.
New Sponsor Announced for the Gender Equity Awards 2024: Data Drives Insight & MD Ashley Hunt Join the Cause
Melbourne July 2024 – The Gender Equity Awards 2024, Australia’s premier event celebrating the champions of gender equality, is thrilled to announce a new addition to its distinguished list of sponsors. Data Drives Insight, a leading Australian company known for its tech tools to support workplace inclusion, and its visionary MD Ashley Hunt, have stepped forward as fervent advocates for this crucial cause.
Gender Equity Awards 2024 has been at the forefront of recognizing and applauding organizations and individuals who have made outstanding contributions towards achieving gender equality in Australia. With Data Drives Insight and Ashley Hunt on board, the event is set to reach new heights in terms of impact and significance.
Ashley Hunt, Founder and Managing Director of Data Drives Insight:
“At Data Drives Insight, we understand that creating psychologically safe workplaces is not just a compliance requirement but a foundational element for fostering innovation, engagement, and overall organisational success. My experience as a counsellor and family therapist has shown me firsthand the significant harm caused by inequity. That’s why we focus on systemic change, utilising data-driven insights to empower leaders and build inclusive, high-performing teams. The commitment to psychological safety and inclusivity must be deliberate and continuous, as it directly influences the well-being and productivity of both individuals and the organisation as a whole.”
Lisa Sweeney, CEO/Founder of Gender Equity Awards 2024:
“We are incredibly excited to welcome Data Drives Insight and Ashley Hunt as sponsors for the Gender Equity Awards 2024. Their dedication to fostering a inclusion in organisations is inspiring, and we look forward to working together to shine a spotlight on those who are driving positive change in our society.”
Data Drives Insight’s commitment to diversity and inclusion goes far beyond words; their actions, programs, and internal initiatives demonstrate their dedication to making a meaningful difference in the lives of their own employees, the companies with which they work, and the broader community.
About Data Drives Insight:
Data Drives Insight is a pioneering Australian company dedicated to fostering inclusive and high-performing workplaces through data-driven insights. Their technology-enabled tools and solutions drive sustainable culture change, leadership and organisational performance by empowering teams. Backed by empirical research, Data Drives Insight specialises in real-time leadership and team transformation solutions based on neuroscience. Working with high-risk sectors here safety is paramount, including health and care industries, the company’s innovative tools, such as the PSI and PSI 360 programs, provide actionable data that empowers leaders to create psychologically safe teams and workplaces. These insights help organisations comply with WHS laws, enhance employee engagement, and boost productivity. Committed to systemic change, Data Drives Insight supports leaders in building diverse and inclusive teams that thrive. For more information, visit Data Drives Insight.
Recent findings from Deloitte’s “Women at Work” report, which surveyed over 5,000 women, reveal that more than a quarter of participants face health challenges linked to menstruation, menopause, or fertility. Notably, these challenges often force women to endure pain or discomfort while at work.
The report highlights a concerning trend: approximately 40% of women experiencing significant menopausal symptoms continue to work through their discomfort, a notable increase from last year. Alarmingly, the stigma around discussing these issues persists, with an increase in women feeling uncomfortable talking to their managers about menopause symptoms—from 10% last year to 14% this year. Moreover, 16% of respondents reported that taking time off due to menopause negatively impacted their career progression, up from 6% in 2023.
Furthermore, 15% of women grappling with menstruation, menopause, or fertility issues believe that speaking up about their struggles could hinder their career advancement. A disturbing 10% think it could even lead to potential redundancy.
Amid these challenges, some companies are pioneering supportive practices. The Ascott, for instance, has introduced paid menstrual and menopause leave, coupled with a comprehensive education on the symptoms and impacts for all employees. This initiative, initially seen as a costly measure, has proven beneficial, transforming The Ascott into a sought-after employer known for its positive workplace culture. This shift has eliminated the need for recruitment advertising, as the company now attracts numerous skilled applicants eager to join their team.
Strategies to Overcome the Stigma of Menopause at Work:
Open Dialogue: Encourage open discussions about menopause as a normal life stage. Leaders should be trained to initiate and facilitate these conversations sensitively.
Policy Implementation: Develop clear policies that support menopausal symptoms, such as flexible working arrangements, temperature-controlled environments, and private rest areas.
Educational Programs: Implement educational sessions that help all employees understand menopause, its symptoms, and the effects it can have on work and personal life.
Support Networks: Establish support networks or affinity groups within the company where employees can share experiences and strategies for managing symptoms.
Lead by Example: Senior leaders, especially those who have navigated similar challenges, should share their experiences to normalize the conversation and demonstrate organizational commitment to inclusivity.
David Mansfield, Managing Director of The Ascott, emphasizes that fostering such an inclusive culture is not only beneficial but also “the right thing to do.” This approach not only supports employees but also serves as a testament to the business benefits of nurturing a supportive and understanding workplace environment. The Ascott’s success story is a powerful example for other organizations to consider, demonstrating that prioritizing employee well-being can also lead to significant organizational benefits.
If you know of great practices helping to overcome this stigma, then please share it with us. Then let’s recognise either those individuals or companies making a difference by nominating them for a Gender Equity Award.
This year, there is renewed hope for advancing gender equity in Australia, driven by significant legislative changes that are compelling employers to confront longstanding issues of inequality and discrimination. The introduction of mandatory reporting of gender pay gap figures, coupled with the heightened risk of breaching the new Psychosocial Hazards Act, is compelling employers to prioritize transparency and address the systemic barriers that hinder women’s progress in the workplace.
The implementation of mandatory reporting requirements for gender pay gap figures represents a pivotal step towards greater transparency and accountability in addressing wage disparities between men and women. By shining a spotlight on pay discrepancies, these regulations are forcing employers to confront inequities head-on and take concrete steps to rectify them. This heightened scrutiny not only raises awareness of the persistent gender pay gap but also incentivizes employers to proactively address underlying issues contributing to wage disparities.
“We can attribute a roughly 40% decrease in the gender pay gap following pay transparency.” Says Tomasz Obloj, associate professor of strategy and business policy at HEC Paris business school and co-author of the study, of nearly 100,000 academics across the US on the public displaying employee salaries.
Furthermore, the introduction of the Psychosocial Hazards Act underscores the growing recognition of the detrimental impact of workplace discrimination, harassment, and other psychosocial hazards on employees’ well-being. Employers now face increased pressure to create safe and supportive work environments that prioritize the mental health and dignity of all employees, regardless of gender. Failure to address psychosocial hazards not only risks legal repercussions but also damages organizational reputation and employee morale.
These legislative developments are catalysing a paradigm shift in how employers approach gender equity and workplace culture. Organizations are increasingly recognizing the business imperative of fostering diverse, inclusive, and respectful workplaces that empower all employees to thrive. By promoting transparency, accountability, and proactive measures to address gender disparities and psychosocial hazards, employers can cultivate a culture of trust, fairness, and equality that benefits employees and the organization as a whole.
Moreover, these regulatory changes are driving broader societal conversations about gender equity and challenging entrenched norms and attitudes. Employers, policymakers, and civil society are increasingly collaborating to dismantle systemic barriers to women’s advancement and create opportunities for meaningful change. This collective momentum is fuelling optimism that tangible progress towards gender equity is not only possible but imminent.
In conclusion, the convergence of mandatory reporting of gender pay gap figures and the introduction of the Psychosocial Hazards Act represents a watershed moment for gender equity in Australia. Employers are now compelled to confront issues of inequality and discrimination with unprecedented transparency and urgency. While challenges remain, this year holds promise for meaningful strides towards a more equitable and inclusive future where all individuals, regardless of gender, can thrive in the workplace and beyond.
Protiviti, global consulting firm, envisions a future where gender parity is not merely a goal but a resounding commitment, guided by the unwavering belief that a balanced and equitable future is within our reach as we navigate the path to inclusivity.
In pursuing gender parity, Protiviti’s commitment is brought to life through concrete actions and cultural shifts led by Garran Duncan, managing director and former country market lead at Protiviti Australia. Over the past five years, the leadership team at Protiviti has been instrumental in championing initiatives that actively support and empower women. Some of the changes are:
Cultivating a culture of gender equity: This involves more than just policy changes; it’s about having open discussions at forums like town halls and setting transparent targets. Leaders prioritise inclusivity by engaging with everyone, not just a select group. Recently, both Protiviti and Garran were honoured as finalists by Business in Heels, Recalibrate Gender Equity Awards, acknowledging our commitment to workplace equity.
Tag: Managing director and former country market lead, Garran Duncan along with other finalists at the Business in Heels, Recalibrate Gender Equity Awards.
2. Empowering women in leadership: Striving for balanced gender representation, we’re working towards achieving a 50/50 ratio in managing director and director leadership roles at Protiviti. We’ve made significant strides, –and Garran recently appointed outstanding managing director Lauren Brown to take on his role as country market lead. We’ve also proudly announced the promotion of four deserving directors to take effect from 2024, Anastasia Terescenco, Archana Yallajosula, Tanya Barter and Victoria McGlade.
Extending values beyond work: Garran’s always supported our commitment beyond work by creating the first girls’ cricket team at Camberwell Magpies Cricket Club. It’s about including everyone, not just at the office. Protiviti proudly sponsors this initiative, aiming for a 50% balance of female players in the club. We believe in making a difference, both on and off the field.
Chantelle, Protiviti’s HR manager, highlights that the success of policy changes is rooted in senior leaders’ passion. Our commitment to a positive work culture, fostering gender equity, inclusivity, and equal opportunity, is evident. Driving us through our Diversity, Equity and Inclusion journey is Ghislaine Entwisle alongside our women’s network lead Gabriella Soares, whose consistent engagement is crucial.
“I often ensure that I’m regularly championing values that I live by, both within and outside the workplace, often drawing upon analogies from the world of cricket (my favourite sport!) to demonstrate how a diverse and collaborative team leads to triumph. Notably, I’ve applied this philosophy beyond the office by championing a new girls’ cricket team, while working to establish a women’s senior premier program – cricket. I recognise that empowering women is not confined to the workplace or boardrooms; it extends into the fabric of society itself.”, shares Garran.
Tag: Managing director and former country market lead, Garran Duncan, along with Chantelle Salas (left), HR manager at Protiviti Australia, and technology lead and managing director, Ghislaine Entwisle (right)
One common challenge on your journey could be avoiding long-term goals as you chase short-term goals for your organisation. But, in those times, it’s good to remember that true empowerment is not a fleeting endeavor but an enduring commitment that requires resilience.
Garran further shares that one of his proudest accomplishments has been the opportunity to promote women to key leadership positions within Protiviti. Current market lead Lauren Brown shares, “Empowering women in leadership isn’t just about equality; it’s about unlocking diverse perspectives and driving innovation. I’m proud to be a part of such an organisation where we’re working towards gender balance in senior roles, as this ensures a richer, more inclusive future for us all.”
To conclude, we’d just say that as we continue fostering inclusivity, advocating for equity, and inspiring change, our commitment extends beyond corporate walls, leaving an indelible mark on Protiviti and echoing a call for societal progress.
Find out more about Protiviti’s DEI initiatives here.
