It’s common knowledge that STEM fields have an alarmingly skewed gender ratio. While the mere 16% female representation in STEM work roles is a huge problem, other fields also continue to struggle with this issue. Which is why, increasing gender diversity and parity in the workforce has rightly become a crusade with campaigns such as 100 Days for Change, a grassroots initiative that started on 1st July 2018, encouraging all Australian organisations and individuals to implement change to increase workplace gender diversity.
Now in its second official month, the initiative has received pledges and support from more than 200 organisations and individuals across the country, with both large and small organisations implementing a wide range of transformative workplace changes and initiatives.
Some of the highlights include:
- Bendigo and Adelaide Bank: Promoting initiatives to assist people to work flexibly.
- AUSTRAC: Establishing a women’s network throughout the agency.
- The Nine Network: Launching a mentoring program for female employees.
- Driveco: Using gender neutral language in their recruitment drives.
- EY: Launched a ‘Glidepath to Leadership’ program that supports high-potential females.
- King & Wood Mallesons: Launching 6 separate initiatives, including a pay gap analysis.
- Fancy Films: Launching a documentary series profiling inspiring female leaders.
- CBRE: Establishing a domestic violence policy and taking up a pay parity study.
- Global Merces Funds: Committed to offer flexible working solutions for mothers/fathers.
- Northrop: Will increase women in leadership roles and regulate flexible work arrangements.
- The Salvation Army: Launching new policies, workshops, and leadership development.
- Prompt Engineering: Providing working mothers with flexible hours, location and support.
To think that so many are actively working to build more inclusive cultures that make a difference to the engagement, capacity and growth of workplaces right across the country is just tremendous.
The many individual pledges include actions such as community role modelling, strengths analysis, and championing both maternity and paternity leave.
“The depth, range and variety of pledges is truly remarkable, and really speaks to the quality and commitment of so many individuals and organisations,” said Suzi Finkelstein, Program Director for Women & Leadership Australia, the company that’s leading the initiative.
“To think that so many are actively working to build more inclusive cultures that make a difference to the engagement, capacity and growth of workplaces right across the country is just tremendous.”
The 100 Days for Change project is supported by the Australian Gender Equality Council, the Workplace Gender Equality Agency, and Orima Research – they are quantitatively and qualitatively evaluating the campaign’s impact on Australian workplaces overall.
Renowned journalist and advocate Tracey Spicer is also an ambassador for the initiative.
Your organisation or you as an individual can still pledge your initiative and begin implementing it by 8th October. You can use the hashtag #100daysforchange on social media.
For more information about the project, check out the 100 Days for Change website.