case study 1 gender issues at oz industries

The Business Case for Gender Equality

Women represent half of the world’s employment potential, but are underrepresented in the global workforce at all levels, and are often excluded from formal employment opportunities. This is not simply an issue of fairness, it’s a missed economic opportunity. Research shows that gender equality pays dividends.  In a study of Fortune 500 companies, Catalyst found that firms with higher gender diversity in management had 35 percent better return on equity than firms with poor gender equity. Tapping into women’s unique contributions and experiences can strengthen organizations in male-dominated industries and add trillions to global GDP.

Resilient, reliable, and commercially viable companies and organizations fuel economic growth, bolster economies, catalyze social development, and support nations on their journey to self reliance. Working with partner organizations to better understand gender gaps and design interventions in outreach and recruitment; mentorship and leadership; and professional development, can help an organization’s competitive advantage.

What is a "Business Case" for gender equality?

A  business case provides justification for undertaking a project, program, or portfolio. It evaluates the benefit, cost, and risk of alternative options and provides a rationale for the preferred solution.

The Global Business Case for Gender Equality

Increased profitability and organizational performance

The top 25 percent of companies in male-dominated industries that have the most gender-diverse executive leadership teams are 47 percent more profitable than those in the bottom 25 percent.

Improved national productivity and economic growth Excluding women from the workforce leads to inefficient economies, unequal growth, and missed opportunities for development. McKinsey estimates that achieving gender parity in the workplace could add as much as $12 trillion to the global economy.

Resilient workplaces and national economies that can withstand shocks Inclusive business cultures lead to a 59.1 percent increase in creativity, innovation, and openness and 37.9 percent better assessment of consumer demand.

The Business Case

Engendering Industries supports partners to increase gender equality to improve their business performance and reach their bottom-line goals.

Best Practices for Developing a Business Case

Use our Best Practices Framework tool and learn how to build a business case.

Develop a business case for gender equality, diversity, and inclusion based on company-specific gender and diversity assessment

Develop and institutionalize targets and/or key performance indicators (kpis) for individual managers and departments to support gender equality., engendering industries tools and resources.

This guide helps organizations develop a business case for gender equality to persuade senior leadership that equality is good for business.

Developing a Business Case for Gender Equality Guide

Research shows that gender diverse companies outperform industry standards by 25 percent. Engendering Industries helps partners identify a business case for gender equality, ensuring leaders know how gender equality improves business outcomes.

Medium: The Business Case for Gender Equality

Research shows that parental leave benefits help companies attract and retain talent, improve retention, increase employee productivity, and promote diversity and inclusion; factors known to improve business performance.

Paternity Leave ‘Beneficial for Business’ at Indian Utility

More knowledge centers, survivor-centered approaches to gender-based violence.

Using Data to Advance Gender Equality

Integrating Gender into Workplace Policies

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5 case studies of companies trying to correct the gender gap

by Eva Short

28 Nov 2018

The gender gap is one of the most contentious diversity issues in the world of work. These are just a few of the companies who have taken action to try and correct the issue.

It is no secret that the tech industry has struggled with a diversity problem. The problem spans all levels of business, from how female and minority employees are compensated, to their representation at all employee levels. However, the promise of a turning point is on the horizon as more companies start to pay attention and address the issue.

Research has continually shown that diverse teams outperform non-diverse teams financially. Knowing this, HR professionals at top firms have started to prioritise diversity in recruitment above all else.

In April 2018, the first slew of gender pay gap data was released in the UK following a law that was passed mandating large enterprises to do so. Prior to this, Iceland brought in legislation requiring organisations to provide proof that men and women are being compensated fairly, or face daily fines .

Many companies have taken steps to address gender gap issues. In a few cases, such as with tech giant Google , the efforts were found to be lacking. Yet in other cases, changes made have led to significant progress in addressing gender disparity. Here are some of the companies who have recently made inroads in this area, and how they did it.

Duolingo CEO and co-founder Luis von Ahn took to Twitter in October to highlight how the company had achieved a 50:50 ratio for new software engineer hires. Grimly, yet perhaps unsurprisingly, the response the company received was dominated by, in Von Ahn’s words, “men angrily arguing discrimination, and that we should hire the best people instead”.

Duolingo just tweeted about how we achieved a 50% female ratio of new engineering college graduate hires. We're very proud of this. I'm disappointed that the top comments were all from men angrily arguing discrimination, and that we should hire the best people instead. Idiots. https://t.co/WHjq2WnKzH — Luis von Ahn (@LuisvonAhn) October 11, 2018

The co-founder took great issue with this idea that promoting diversity somehow compromises quality. According to Von Ahn, all female hires had “either perfect or near-perfect GPAs from the best universities in the world, with stellar recommendations, and aced our very thorough interview process”.

Duolingo achieved its 50:50 ratio through a multipronged, data-driven approach. It only recruited from colleges with more than the US national average (18pc) of women enrolled in their computer science programmes, such as Duke, Cornell, Harvard and MIT. It then reached out to the women groups at each school and went along to any network events it held. It sponsored the 2017 Grace Hopper Conference and had all its female engineers attend. Finally, Duolingo says it put all its interviewers through unconscious bias training.

Duolingo has expressed a continued commitment to promoting diversity and gender parity in the workplace through both internal and external action.

Since Salesforce started examining its pay gap in 2016, it has shelled out $6m in order to correct compensation imbalances.

We are more than just a place to work

Delivering impact for our clients, our people and our communities

Unlocking the potential of biology for patients

Building relationships, creating value

This action aligns with promises that Salesforce CEO Marc Benioff made in 2015 in an interview with HuffPost. “My job is to make sure that women are treated 100pc equally at Salesforce in pay, opportunity and advancement,” Benioff said, noting that while he did not know what the gender pay gap was at the time, he was determined to find out and act accordingly.

Salesforce committed to undertaking regular pay audits, reflecting the fact that pay equity is, as executive VP of global employee success Cindy Robbins  put it , “a moving target”.

In March 2018, Bloomberg editor in chief John Micklethwait announced a new staff policy regarding outside speaking engagement. So as to promote gender equality both within the newsroom and outside it, it is now a requirement that at least one woman is on any panel in order for a Bloomberg journalist to participate. “At the risk of stating the obvious, the woman could be you,” Micklethwait noted.

If this condition is not met, journalists will be required to decline, though there seems to be an appeals system in place if a journalist feels their participation on an all-male panel is necessary. “But I think this is a standard that we should be able to uphold on the vast majority of occasion,” Micklethwait concluded.

At cloud-based HR and payroll software company Gusto, the journey to gender parity began when software engineer Julia Lee asked Gusto co-founder and chief technology officer Edward Kim for a meeting. In it, she flagged that she was the only woman on the engineering team and disclosed her previous experiences of being dismissed due to her gender. Kim was receptive, and made a point to examine the gender breakdowns of other tech companies.  

The results were dismal to say the least, so Kim met with Gusto’s HR team to come up with a strategy to address the issue. First, it elected to move away from using ‘masculine’ phrases such as “ninja rockstar coder” in its job ads. For the first six months of 2018, it focused solely on recruiting female engineers, though made a point to equally consider any men who approached the company so it would not breach anti-discrimination laws.

Like Duolingo, it sent representatives to the Grace Hopper conference. Now, Gusto reports that 51pc of its staff are women and more than 24pc of its engineers are women.

It also submitted to gender pay auditing by human resources firm Mercer, which found no disparity. It offers 16 weeks’ paid leave complete with generous grocery and housecleaning benefits for a primary parent.

Nike has had a year peppered with controversy in the world of gender, culminating when four women hit the sportswear company with a lawsuit over alleged discrimination. The women maintain that Nike violated US equal pay laws and fostered a work environment that allowed for sexual harassment, The Guardian reported in August of this year.

Prior to the suit being filed, Nike responded to the issues raised by ousting a number of high-profile executives in what was termed a “ harassment reckoning ”. A month before the suit was filed, Nike HR chief Monique Matheson admitted in a staff memo obtained by The Wall Street Journal that the company had failed women and that it wants to “to create a culture of true inclusion” and that, in order to do this, it needs to “improve representation of women and people of colour”. That same month, the company revealed that it planned to adjust the pay of 7,000 of its employees after an internal compensation review in order to address pay disparities.

Nike is arguably in the more nascent stages of dealing with its issues. These steps are more about putting out fires than they are about instituting structural change, but it’s an excellent start from the footwear giant.

Related: software engineers , Salesforce , equality , diversity

Eva Short was a journalist at Silicon Republic, specialising in the areas of tech, data privacy, business, cybersecurity, AI, automation and future of work, among others.

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Research: How Bias Against Women Persists in Female-Dominated Workplaces

• Amber L. Stephenson,
• Leanne M. Dzubinski

A look inside the ongoing barriers women face in law, health care, faith-based nonprofits, and higher education.

New research examines gender bias within four industries with more female than male workers — law, higher education, faith-based nonprofits, and health care. Having balanced or even greater numbers of women in an organization is not, by itself, changing women’s experiences of bias. Bias is built into the system and continues to operate even when more women than men are present. Leaders can use these findings to create gender-equitable practices and environments which reduce bias. First, replace competition with cooperation. Second, measure success by goals, not by time spent in the office or online. Third, implement equitable reward structures, and provide remote and flexible work with autonomy. Finally, increase transparency in decision making.

It’s been thought that once industries achieve gender balance, bias will decrease and gender gaps will close. Sometimes called the “ add women and stir ” approach, people tend to think that having more women present is all that’s needed to promote change. But simply adding women into a workplace does not change the organizational structures and systems that benefit men more than women . Our new research (to be published in a forthcoming issue of Personnel Review ) shows gender bias is still prevalent in gender-balanced and female-dominated industries.

• Amy Diehl , PhD is chief information officer at Wilson College and a gender equity researcher and speaker. She is coauthor of Glass Walls: Shattering the Six Gender Bias Barriers Still Holding Women Back at Work (Rowman & Littlefield). Find her on LinkedIn at Amy-Diehl , X/Twitter @amydiehl , and visit her website at amy-diehl.com .
• AS Amber L. Stephenson , PhD is an associate professor of management and director of healthcare management programs in the David D. Reh School of Business at Clarkson University. Her research focuses on the healthcare workforce, how professional identity influences attitudes and behaviors, and how women leaders experience gender bias.
• LD Leanne M. Dzubinski , PhD is professor of leadership and director of the Beeson International Center at Asbury Seminary, and a prominent researcher on women in leadership. She is coauthor of Glass Walls: Shattering the Six Gender Bias Barriers Still Holding Women Back at Work (Rowman & Littlefield).

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Gender and the extractive industries: putting gender on the corporate agenda.

1 documents

Languages: English

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• English paper (3 MB)

Persistent and structural gender inequality within the extractive industries continues to undermine women’s rights and the development potential of the sector. A failure to engage women from impacted communities means that companies lack important information and perspectives and, as a result, face various risks to their own interests. This paper presents the case for extractive industry companies to take off the gender blindfold and work towards gender equality and the realisation of women’s rights. It also describes the role of a company gender policy and gender impact assessment in achieving better outcomes for the women, men, girls and boys in those communities affected by extractive projects. The paper includes some case studies that demonstrate the risks to companies of ignoring gender issues.

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• Hill, Christina
• Madden, Chris
• Ezpeleta, Maria

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• Oxfam Australia

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ANZ highlights gender pay gap in OZ in new social case study via Whybin\TBWA Melbourne

To coincide with International Women’s Day 2016, ANZ via Whybin\TBWA Group Melbourne, has launched a social case study highlighting the gender pay gap in Australia by capturing the reactions of brothers and sisters doing the same chores but not receiving equal amount of money as payment.

The video series, titled Pocket Money, aims to bring the financial inequality conversation to a personal, everyday level by posing a confronting and thought-provoking question: “How would our daughters feel if we paid them less than our sons for chores around the house?”

WATCH THE 90SEC FILM

WATCH THE 45SEC FILM

“Whilst Australian values reflect gender equality, the principle isn’t supported by the facts when it comes to the gender pay gap. The launch of an ANZ Women’s report in 2015 found that complex issues, along with structural and cultural barriers, result in women facing financial disadvantage in the workplace and retirement.”

The report, titled Barriers to achieving financial gender equity, identified that as of February 2015, the national gender pay gap stood at 18.8 per cent. Nationwide, men earn an average $1,380 per week, compared to $904 for women. Extended over a 40 year career, the pay gap between genders is in excess of $700,000.

For more on ANZ’s commitment to helping women strengthen their financial position visit

http://www.women.anz.com/ .

Client: ANZ

Creative: Whybin\TBWA Group Melbourne

Executive Creative Director – Paul Reardon

Creative Director – Tara Ford

Senior Creatives – Rob Hibbert, Mark Jones, Chrissy Chrzan

Agency & Film Producer – Janine Wertheim

Director – Celeste Geer

DOP – Katie Milwright

Editor – Tabata Picinelli

Colorist – Martin Greer

Sound – Phil Kenihan (Front of House)

Regional Group Head – Ricci Meldrum

Senior Account Director – Stephanie Luxmoore

Account Executive – Todd McLerie

Planning Director – Kees Kalk

Digital Planner – Harry Steinhart

Media – PHD

PR – Haystac

29 Comments

It seems that TBWA has got the equality bug. Campaigns for Medibank, GayNZ, Equal Pay, International Womens Day, and more and more, just keep pouring out of them. Anybody think it might be because they think they’re fertile territory for an easy awar? No idea required as such, just a nod to a worthy cause to get everyone on side and ‘hey it’s been said by a bank/ Medibank’.

Love it. Powerful message told with charm and humility. Congratulations ANZ for putting your money where your mouth is.

@e-quality perhaps it’s because “It’s 2016”

Unfortunately, the “bandwagon” has drowned out some worthy messages……it’s hard to tell who’s telling the story out there let alone owning it. I think a rethink is needed for the next iteration. The only winner is Whybin/TBWA.

https://www.youtube.com/watch?v=46a8Q-MOrTw

When did brands become gross SJWs? Regressive Left engines for postmodern politics. The problem with equality is that it means different things to different people. For some people it means equal opportunity (good), and to others—like ANZ—it means equal outcome (bad—unless you’re a Marxist). For the most part, the two get conflated quite deceitfully or carelessly. Relativism has become so fashionable that people can’t distinguish between what someone gets PAID and what someone EARNS. But what would I know? I have a socially constructed Y chromosome.

this ad perpetuates myths of the pay gap… the difference in payment is a career choice one not an employer (illegally) discriminating different pay for the same job. it would have been so much better to articulate this issue by showing boys doing chores that are paid more/seen as more masculine (mowing the lawn etc) and girls doing worse paid jobs (cleaning) which are perceived as ‘feminine’. that’s the actual issue at hand – why we groom kids into gender stereotyping. and well this ad is doing just that. without this it just feels like ANZ and the agency doing what advertising does so often – spreading misinformation and using social issues to market themselves. poor show.

The first four stories on CB today are for ‘you go grrl’ type campaigns. There have been many more. When Kellogg’s Special K tries to jettison years of encouraging women to be superficial and remake themselves as the female empowerment flake, you know it is time to jump off the bandwagon. As a gauge of consumer interest, check the viewed stats.

Beautiful stuff. And to the rest of the sad dinosaurs here – don’t worry. You get your International Mens day every time you get paid so stop complaining.

@Trudeau, Don’t get me wrong, I think this is a great piece of work and I fully applaud the sentiment, but don’t be so naive to think that the bank would be doing it if it would actually hurt their business. There’s an old but excellent maxim: ‘a principle isn’t a principle until it costs you money’. Why aren’t the banks standing up for boat people?, why aren’t they campaigning for carbon pricing and adequate climate policy? Etc etc. Because it’s not safe enough or innocuous enough to assume that it won’t be at odds with their shareholders and the majority of their customers. This isn’t campaigning stuff at all and you know it. My point was that the agency is doing similar social conscience strategy work for several if their clients, which I suspect it is doing for the sake of easily appealing to award juries. This in itself is s good execution, no doubt. But where’s the work demanding a higher minimum wage or a more progressive tax system?

“If I don’t forget”…. Spoken with conviction. Watch this little one, he is our hope for the future 🙂

I like the idea but some of the lines feel like they were fed to the kids.

Seems a little familiar. But this is better. http://www.welovead.com/en/works/details/452wnlrAe?fromxwk

I (a male) used to share your views that ‘the pay gap exists because women choose part-time / take lower paying jobs / don’t speak up enough to ask for a pay rise’. It wasn’t until I was briefed by the Workplace Gender Equality Association to work on a campaign for equal pay that I was shocked – horrified – to find out the fact is for women in equal positions in similar companies. Even unionised / award-covered jobs, unlike our industry where super creatives only earn as much as they’re willing to ask for / their boss is willing to pay. I know these organisations will exaggerate statistics to apply pressure for more funding from the Government / justify their existence (look at the totally disproportionate amount of funding for women suffering domestic violence vs the non-existent funding for men suffering domestic violence for example – it certainly doesn’t match the statistics). But there must be some truth there, somewhere that women are getting paid less in equal jobs – and the surprising statistic that female bosses were the worst offenders in their unfair payment of women.

Hey Weak, I love your idea. I couldn’t help but feel disgusted at the ad. Not only is it providing kids with the false truths of women being ‘paid less for the same work’, it assumes that women have an equal presence as men in each industry. http://www.payscale.com/gender-lifetime-earnings-gap The link above outlines some current statistics on what men and women are being paid and how the ratio of men to women and vise verse in major industries contributes to the outward appearance that men earn more than women. I’m a first year Uni student, and attending lectures for IT, science and engineering, I saw first hand the lack of women studying these more technology and theoretical subjects, only drawing on the ‘issue’ into the future. Many companies strive to achieve equal parts male to female interview/employment rates at their workplaces, irrespective of their qualifications. This means that many men are being turned away simply because the businesses feel pressured to employ a decent percentage of female applicants. Also, I have no problems with women deciding what jobs suit them, but men and women are different. You can’t argue that the fastest male sprinter in the Olympics is a decent step above that of the opposite gender, just because our bodies work differently. So it is with the mind. Women can multitask better, they often have that ‘woman’s touch’ that men often lack. So who is to say that men and women should be treated the same in the workplace. Some jobs make more money, and so they can afford to be paid more. Others, like health services, are unlikely to earn lots of money as even the poorest of patients need access to medical facilities which is where the government steps in to cover their wages. Its all a vicious cycle that has been based on the undeniable fact that men are better at some things, while women are better at others, and as a society, we value some services as more desirable/luxury than others and that is the way things will be.

I think some of you (@weak and @matt) are missing the point. The issue ANZ is raising is that women doing the SAME or SIMILAR job to men typically get paid less. Performance in doing that job is another matter, but the starting salary is typically less for women than men for the SAME or SIMILAR job. @matt your argument that more men study IT, science, engineering than women is true, but the women who do decide to study these subjects and work in these fields should get paid the same as men (for the SAME job) – but they don’t!

Thankyou for helping me to decide to take my business elsewhere ANZ

This ‘ad’ is disgusting. Shaming the young boys into being apologetic because of their gender. And somehow that isn’t sexism … It was been illegal for DECADES to discriminate against someone’s gender in the workplace. Women get paid the exact same for doing the exact same job.

The gender pay gap has been debunked so many times that the fact there is a campaign about this is ridiculous. There is a lot more to it than this, but since you want to have a campaign based on “simple arguments” ill promote one on my own simple argument. If women are paid less for doing the same job, why are women not employed in the majority of positions? Companies and managers only care about the amount of money they make and if they could hire women to do the exact same job, but pay them less, wouldn’t they be doing it?

This ad is intentionally misleading. ANZ should be ashamed of themselves. This ad perpetuates a known myth that men are paid more for the same job as women. Absolute lie. Children are going to see this and be brought up believing this trollop. Lying to children is disgusting ANZ and you should fire whoever is responsible and publicly apologise for perpetuating a lie.

I would agree that paying a woman less, purely on the basis of her gender (and that factor alone) is reprehensible and immoral. But I do have one question….. …..in all of the hyperbole and confected outrage surrounding this ‘fact’, I have never once found anyone….anywhere…who can point me to 3 objects – a specific male employee, a female employee at that same company holding that same set of duties and the employer itself – and then demonstrated a pay difference. I am alarmed that – frenzied discussion aside – nobody is actually asking for this data. I don’t mean second-hand accounts – I mean real-life ‘in our faces’ evidence that clearly shows discrimination on the grounds of gender alone. If it exists…sure…drag the perpetrator out into the street kicking and screaming and shoot them – they’re probably a man, and would be worthy of the title ‘misogynist’. For reference…..I have worked in 23 companies as a contractor and consultant. 23 of Australia’s largest. In that time, I have had literally thousands of colleagues, and I would have ‘represented’ the requirements of tens of thousands of ‘human resources’. And in all that time….not once….ever – have I seen or heard evidence of this disparity. Sure, I have certainly heard lots of bleating about it – but I’ve not once seen any evidence. I strongly suspect that the datasets on which evidence of pay disparity is ‘extrapolated’ are not only suspect themselves, but are subject to some less than rigorous analysis, and some fairly generous assumptions. Sunlight is the best disinfectant – so find the data, and question it (oh, and if you find someone knowingly underpaying a woman…..then hang them high)

the lies this ad gives off is horrible, and worst of all, they teach this lie to children to further spread the lies. why is this add still airing

26 years in the workforce and never once seen or heard of pay in-equality based on gender…..what ever happened to ‘the best candidate gets the role, regardless of gender, race, religion etc….. If this is ANZ’s contribution to improving society, imagine what they would do with ‘your’ money…….

preaching the wage gap and not providing 1 example of a institution or company that pays men more then women for the same amount of work like this ad implies…. typical sjw feelings over facts. here is a fact men take more riskier jobs and as a result make up 95% of workplace deaths its reasons like this that skew up the average for men. if women were payed less for the same amount of work why would anyone employ men when they could increase there profits by 15%+ by employing only women. dumb..

I was absolutely appalled by this advert having seen it for this first time at our local cinema on 02/10/2016 (shown before a kids movie). This bank have so confused the issue. There is a big difference to being paid less and earning less. The gender pay gap myth (debunked by a range of labour market studies) is being perpetuated to gain popularity and ensnare future customers. It has nothing to do with gender and everything to do with the choices women make. As my wife has frequently stated, she expects to have less income than her male colleagues doing the same job and have less superannuation because she chose to work part- time! My disgust at this marketing approach ie being deceitful and deceptive cannot be overstated. I will absolutely ensure that I never pursue banking services from this organisation.

ANZ – lame, lame lame. Climbing aboard a “cause” for which the hype outweighs the facts.

All of you doubting the factual nature of the pay difference need to actually look at the many studies that have been done. There is documented proof across a number of industries that women doing the SAME job as a man get paid less. Also, my partner is the creative director of an internationally known agency – he has female creatives at the same level as men that he pays less (even though he says they do a better job). When I asked him why, he said the women hadn’t asked for a pay rise, so he wasn’t going to give them one if they didn’t ask.

Frustrated- The fact that the government report from the Australian bureau of statistics on the pag gap lists more than half a dozen reasons for the “pay gap” which is actually an earnings gap. This is the true frustration of idiots quoting a statistic they haven’t even read the report on. I am not talking about a report you found in “summary” on a feminist page. I mean a report provided by the government, where the statistic actual comes from. If you want this earnings gap to disappear, women need to; 1. Work on average several hours longer, which will compete with there male counterparts who are already working longer hours. 2. Chose to go into all male dominated fields, fields which pay more then nursing or teaching (fields dominated by women) . 3. Take less time of from work on average. If you divide average weekly earnings of all male and female workers across all fields down to the hourly comparison, and ignore all contributing factors, you get this mythical pay gap. But anyone who has studied basic statistics, knows correlation does not imply causation.

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