Title:
Presenter:
Angelina Eynon, Amanda Webb and Antoinette Totta
Abstract:
Women's leadership development programs are a popular tool within organisations’ approaches to diversity and inclusion. These programs aim to encourage and improve women's inclusion, participation, and representation in senior leadership positions. Often, they focus on teaching women to be more confident and assertive, offering tools for ‘fixing women’ to be better equipped to ‘play-the-game’ within organisational structures and systems set up decades ago, no longer relevant to the needs of a more diverse and ‘post’-pandemic working world.
Recent reports suggest that continuing on our current trajectory, gender equality (workplace and more broadly) will be take 100 years to achieve. It appears that approaching workplace gender equality from purely the perspective of fairness and common humanity has its limitations. The business case for gender equality has also long been established and though gaining some initial traction, momentum has dwindled.
How can we do better?
What happens when we also approach workplace gender equality using a wellbeing perspective?
Working together with our clients over the last ten years, we have been testing and tweaking this hypothesis. We don’t have conclusive answers; we certainly have many questions, some stories, some data and even plan to give a small sample of one of the many activities we do.
In this session, we will share a case study from one of our clients. You will hear from: