Inspiring idea’s from tomorrows leaders keen to understand #GenderEconomics

Over the last couple of years I had the absolute privilege of giving Collequiums and Think Tanks on #GenderEconomics at Macquarie University for their Global Leadership Program, one of the few if not the only one of its kind. During that time, I had some great discussions with the students but more importantly, I heard first hand inspiring ideas from these future leaders, drawn from the disciplines of law, economics, social sciences, politics and science. Their ideas were sometimes staggering. thinking outside the square and feeling inspired to create their own movements using the #ImPuttingMyHandUp hashtag that I use in all my talks. These students gave me confidence that the leaders of tomorrow are well equipped to take the worlds economic and social remits positively into the future.

You might think that Gender Economics is just about discussing gender and the social sciences, but it is about much more than that. #GenderEconomics takes economic theory and then overlays it with the multi lens of culture, values and gender. I always try to get the participants to identify issues and discussion points that we can apply the concepts of Gender Economics to and in one of the Think Tanks our topics for discussion ranged from terrorism, to marriage equality, to shopping and consumerism, to racism as well as fear and its impact on economics.

Still think Gender Economics is just about women?

Here are some takeaways of what they thought Gender Economics was about (from a post session survey);

  • The impact of how gender affects roles in the workplace
  • Key learning points included the holistic understanding of the concept of gender being applied in a wide variety of settings; workforce, political forums, law…etc.
  • The key points revolved around the structure and design and behaviour of the corporate environment across cultures and time shaped by perceptions of gender differences.
  • Understanding the different perspectives between men and women in the workforce. Understanding the impacts work culture and atmosphere play on women and gender stereotypes. Role of men and women within society at work and in the larger community
  • I learnt a lot about the impact of inequality on the economy in relation to different issues and countries.
  • Raising awareness for established gender norms that are unsuitable and limiting in both the workplace and the world
  • To learn about the effects of gender stereotypes on economic performance globally and why we should challenge our thinking.
  • I thought that learning the separation between feminism and gender economics was the strongest takeaway for me from this presentation.
  • Diffrent methods to deal with gender issues in the work place
  • There is a broader explanation to every social construct and it has huge consequences for the individual and the society including economics
  • Thinking more carefully about how our policies and decisions impact future generations and the way we think about gender
  • Exploring gendered assumptions and how they are part of the culture/structure of organisations and thus how they effect the diversity of the workforce
  • I personally learned more about the enculturation process of gender and how it is embodied in many aspects of our society
  • A better understanding of organisational behaviours and where they derived from historically and culturally and its contemporary relevance in today’s work environment.
  • Opened my eyes to what gender economics are, and how we can tackle these stereotypes society gives us, by being assigned a gender role.
  • Understanding some of the economic concepts behind it and the role of policy and changing work culture in today’s environment.
  • This colloquium made me think out side of the box and understand how deep gender inequality is ingrained into our society.
  • That women are not only demoralised by other genders but by the women themselves. The majority look at a woman being in a secondary supporting role, when in reality that should not be the case. That is just a perception created.
  • Male predominance can be very subtle
  • I learnt about how important it is to entrench gender and remove barriers within economics, in order to maximise the benefits to all sexes and society as a whole.
  • It opened my mind to the length at which the inequalities span. I always knew about the payment inequalities for women but I didn’t realise, or more probably didn’t think about the way our society works to create these inequalities.
  • I really challenged my thinking in certain areas. For example, how toys that children play specific toys and that actually “integrates” them into their future roles in society.
  • The colloquium has taught me how societal norms affect a society economically. That gender, cultural and value assumptions are reflected not only in the workplace, but also in media, in the family, etc. which constrains individuals. Hence, the need for taking a critical view and approach.
  • I got a better sense of what I can do in the future when looking into jobs and society with the discrepancies between men and women economically and socially.
  • Majoring in Gender Studies, this colloquium helped me to further my studies on how gender influences and is influenced by the world around us.
  • The field caught my interest and I want to learn more about it to improve my competencies in the field of organizations
  • I feel more confident that I can develop my leadership ability beyond feminine qualities like kindness and empathy.
  • A better understanding of the meaning of Gender economics, and several points never previously thought about
  • a better perspective on the way gender influences business and the economy and how this is different all over the world, as opposed to my prior understanding of the social construction of gender

Find out how your organisation can benefit from reframing your perspective of gender by contacting me today at


The Centre for Gender Economics & Innovation aims to be the global leader in bringing a “Gender Economics” lens to understand and improve business performance and enable the sustainable management of complexity (diversity). The Centre uses a proprietary framework, the DPRF to assess an organisations diversity, innovation and performance capability on a maturity scale against international benchmarks. Would you like your organisation rewarded?


Susanne is the Founder and Chair of The Centre for Gender Economics and Innovation and is credited with developing the emerging fields of Gender Economics (macro) and Diversity Economics (organisational). Now a Sociologist after a career in ICT and business, she has a focus on Gender, innovation and performance at an organisational level . She is the creator of the Diversity Program Review Framework or DPRF, currently used in the Australian Resources industry to ‘recognise’ (AWRA Recognised) organisations as a ‘Women’s Employer of Choice’. She is conducting a research project on ‘The Profit Impact of Organisational Gender Diversity programs”and brings a practical business experience coupled with academic rigour to her consulting practice around Gender Economics.


Susanne Moore

Founder & Chair, Centre for Gender Economics and Innovation

0439 420 897


Is this simple Gender Diversity formula holding your organisation back?

Quote by Susanne Moore (2017)


For the mathematically minded, a Gender Economics formula. When many organisations talk about Diversity or Gender Diversity, they tend to go into a circular state. This is from one of my recent talks about GE highlighting the formula – Diversity (seems to) equal (discussions about) Flexibility (which then go into discussions) that equal Women (then we think women) so equals Flexibility, then it equals Diversity (discussions) and here we are again with Diversity equalling discussions about Women. Of course the discussion should be about way more than that, but this simple formula is one of the things that I think is holding our organisations back from realising actual performance improvement by leveraging diversity.

‘The compounding affect, and economic impact of Stereotyping’ – a talk by Susanne Moore 13 September 2016


I’m delighted to announce that I’ll be presenting at Stereotyping: Avoiding the Pitfalls and Creating Best Practice 2016 on 13 September 2016 in Sydney. What’s more, as my contact you’re entitled to receive $100 off the early bird discount.

Simply register here and quote the promotional code: STEREO100 

About My Session:  

‘The compounding affect, and economic impact of Stereotyping’

  • Discover how your ideas of stereotypes might be holding you back or limiting your view or others
  • Discuss how stereotypes are formed by looking back over the journey of society and how this development is represented in our generations
  • We will look at the same problems differently by employing the concepts of Gender Economics by understanding how gender, and culture affect the way we value individuals

I hope to meet you there!


download the brochure F094StereotypingBusinessModuledraft

“Gender in Corporate” – Macquarie University, Monday 12 October 2015

I will be delivering this talk to the Economics, Commerce and Finance Society (ECFS) at Macquarie University on Monday 12 October, 2015.

What does diversity actually mean and what is the link between diversity and increased organisational performance. This session will take you on a journey to explore how we have arrived at this point and how societal and cultural pressures affect the way that we have created our corporate environments.  Lets strip away the buzzwords and the favourites in the gender diversity discussion like pay gap, women’s leadership and mentoring and see what that actually translates to in real terms and why things aren’t changing as quickly as we might like.    Susanne Moore will discuss some of the findings in the resources industry through her research and consulting using the Diversity Program Review Framework (DPRF)and the concepts of Gender Economics.  Find out what you can do in the new economy and why it is important for both men and women Lead in the Female Economy* by understanding the way that diversity will impact the ‘new business transformation’.

*#imputtingmyhandup to Lead in the Female Economy is a program of The Centre for Gender Economics and Innovation which will be launched at the end of October 2015.


The Centre for Gender Economics & Innovation aims to be the global leader in bringing a “Gender Economics” lens to understand and improve business performance and enable the sustainable management of complexity (diversity).  The Centre uses a proprietary framework, the DPRF to assess an organisation’s diversity, innovation and performance capability on a maturity scale against international benchmarks.  Would you like your organisation rewarded?


Susanne is the Founder and Chair of The Centre for Gender Economics and Innovation (C4GEI™) and is credited with developing the emerging fields of Gender Economics (macro) and Diversity Economics (organisational). Now a Sociologist after a career in ICT and business, she has a focus on Gender, innovation and performance at an organisational level.  She is the creator of the Diversity Performance Review Framework or DPRF, currently used in the Australian Resources industry to ‘recognise’ (AWRA Recognised) organisations as a ‘Women’s Employer of Choice’.  She is conducting a research project on ‘The Profit Impact of Organisational Gender Diversity programs’, and brings practical business experience coupled with academic rigour to her consulting practice around Gender Economics.


For Media Enquiries and Further Information contact:


Susanne Moore

Founder & Chair, Centre for Gender Economics and Innovation

0439 420 897

Feature Article: The link between HIV and Violence Against Women

Published in The Female Report October 29, 2013

Sometimes studying sociology can be depressing, reading enormous amounts of information that usually tell a sorry tale of persistent and current inequalities against women.  One of the biggest issues continues to be the use of violence (and sexual violence) to maintain and sustain a power imbalance between men and women that limits a woman’s ability to negotiate safe sex.

I thought long and hard about posting this paper, but what I have noticed since studying Sociology is that much of the information that is actually informative resides in academia and is not accessible to everyone.  It is the accessibility of this information that I think will help to change our societies for the better, so I have resolved to post as much as I can for others to share.  Due to copyright laws, in many cases I can’t post the full articles, but I can reference them in my own writings and this is one of those articles.

One of my current study subjects is “Gender, Power and Globalisation”, and this subject means I am wading through reams of documents with startling statistics about the intersection of violence against women and the spread of HIV AIDS.  This is information that many of us are unaware of, and whilst women in countries like Australia, the United States and United Kingdom argue that they have already achieved full parity with men, alarming statistics indicate the large majority of women and girls in many countries are very far from equal.

Interestingly, I found some startling similarities in the way these situations arise and are managed by policy makers that could apply to all of us.  Many of these women and girls are in fact, becoming more vulnerable to violence, subordination to males and increased health risks, due largely to the increased migration and movement of people as a result of globalisation.  This vulnerability is particularly evident when it comes to HIV AIDS for women in cultures where they are not equal, or lack access to education and support services.  In a journal by the United Nations Development Fund for Women, UNIFEM 2008, one author cites the following statistics;

“In its 2007 AIDS Epidemic UpdateUNAIDS estimates that globally the proportion of women to men living with HIV remained stable between 2001 and 2007, although the number of those infected increased by about 1.7 million. Behind this statistic however, UNAIDS reported a complex mix of sexual realities, including HIV transmission to women from men who were infected through unprotected sex, including unprotected paid sex and/or sex with other men, and/or unprotected sex with people who use drugs.

see the full article here

Interviews, Speaker and Media Appearances


  1. “Gender in Corporate” – Macquarie University, Monday 12 October 2015 Macquarie University “Gender in Corporate”
  2. RADIO INTERVIEW July 30, 2015 with Tanya Bunter, The Mag RTRFM 92.1
  3. MC  – MC April 23, 2015 launch of the Infinitas/C4GEi Diversity Performance Index 
  4. RADIO INTERVIEW April 23, 2015 Interview with ABC World Today
  5. INTERVIEW WOMENS AGENDA 23 April, 2015 – The All Blokes Index
  6. SPEAKER – October 2014 Family Office Congress VII
    – INTERVIEW Connected Women 16 September 2014
  7. INTERVIEW Connected Women
  8. MC AND KEYNOTE SPEAKER June 2014 – MC, Speaker and Organiser at the Gender Economics Global Conference, GGEC14 Sydney
  9. INTERVIEW – 15 July 2014 Interview 10 thousand girls VIDEO SERIES
  10. INTERVIEW – Equal Pay Day, Economic Security 4 Women event
  11. SPEAKER PANEL MEMBER September 2013 – Panel Member Women in Leadership (WIL) Economic Forum, Shanghai China.
  12. KEYNOTE SPEAKER May 2013 – European Professional Women’s Network (EPWN) Madrid Spain.
  13. KEYNOTE SPEAKER Project Manager meetup “The Commodifacation of Skills”​ Sydney April 2012
  14. KEYNOTE SPEAKER PMI Queensland “Gender Economics” November 2012
  15. PANEL MEMBER SOSU Sydney August 2012

Contemporary Global Perspectives on Gender Economics

Publication by Susanne Moore

Publication by Susanne Moore

Moore, S. (2015). Contemporary Global Perspectives on Gender Economics (pp. 1-357). Hershey, PA: IGI Global. doi:10.4018/978-1-4666-8611-3

The rise of women in the workforce has led to many campaigns for wage equality, and for the impartial treatment of both sexes as they pursue careers previously designated as either a man’s or a woman’s job. The impact of these campaigns has been felt, but a sense of gender stereotyping still affects not only the social and cultural well-being of the modern organisations, but the drive for innovation and economic success as well.

Contemporary Global Perspectives on Gender Economics challenges current economic theory, targeting the way gender is often used for economic gain or increased market share. Experts realise that company growth can no longer be achieved by taking a conventional approach, but few follow through with introducing new frameworks that change the way diversity is treated. By acknowledging that issues like childcare and the wage gap are not only a woman’s challenge, this book speaks to legislators and policymakers, economic developers, corporate practitioners, educational faculties, and students of all disciplines who are looking to change the way gender is viewed in the workforce.

This essential reference source features chapters that combine the concepts of gender theory, sociology, and economics and cover topics including economic equality, gender bias, the history of gender economics, industrial creativity, and the impact of social connectedness on life satisfaction.

Rio Tinto boss Sam Walsh is right but women’s confidence isn’t to blame 

 / JUL 06, 2015 10:00AM

Rio Tinto boss Sam Walsh is right but women's confidenc...

Rio Tinto’s boss Sam Walsh is dead right when he says, “We’re missing out on 32% of the talent that’s out there”, because of the gender gap in his company. But women’s lack of confidence isn’t to blame.

Walsh said he “is looking to fill the company’s senior ranks with more women”, but says “female employees need to be more confident”. Rio Tinto’s latest Workplace Gender Equality Agency report for 2014-2015 shows Rio’s overall female participation at 18.5% of the workforce and with a slightly higher rate of 22.6% as female managers and executives.

This is on par with the resources industry average of 17% female participation overall. The good thing about resources is that they know that they have a gender balance problem, and they want to fix it, not just as a feel good measure but because they know that it will increase productivity and performance. The Centre for Gender Economics and Innovation works with the Australian Mines and Metals Association (AMMA) to roll out the  AWRA recognised program™ to increase women’s participation in that sector.

Walsh offers the idea that women don’t always have the confidence to come forward; unlike men who can be over confident when it comes to their ability, women might hang back and not feel confident enough to promote themselves in the same way as men. Whilst this might be the case for some women, it is a generalisation and an oversimplification of the issue.

The issue of women not being more visible is a result of long entrenched structural barriers in the way that we design and manage companies, behavioural expectations for leaders and cultural norms that can hamper women.

I have interviewed many hundreds of men and women in my work and have found that many women still constrain themselves as the family’s primary carer, even when they are being offered a senior promotion at work.  This often converts to a supporter mentality that, when coupled with a woman’s more collaborative management style, can be seen by men as less confident.

Organisations, however, can do a lot to harness these valuable assets by redesigning their leadership structures and building in the attributes of a leader rather than just recognising skills and experience, which more often favours men. This process tends to highlight structural barriers based on values judgements and stereotypes, which once removed will benefit everyone.

Research conducted by the Centre for Gender Economics and Innovation worldwide shows a clear link between improved gender diversity and business performance. It’s common-sense but many organisations are still unsure how to increase gender balance. This is because they continue to look at the same old human resource solutions rather than looking more broadly at how they have arrived at their current position and then over lay that with a gender lens – this is Gender Economics.

Gender diversity remains one of the great frontiers in unlocking business underperformance and setting up a business culture for performance. It’s the next business transformation.

See the original article here

The ‘All blokes’ versus the ‘Gender Diverse’. Guess which boards perform better?

Womens AgendaWomens Agenda, Angela Preistley 23 April 2015

“For many people, it’s simple common sense. Gender diverse boards offer more diverse ideas and better decision-making.

But for those who need the proof, new research from the Centre for Gender Economics and Innovation and Infinitas Asset Management offers some compelling data. Indeed, the 34 all-bloke boards on the ASX 200 have some work to do when it comes to financial performance.

The research launched today finds that companies with at least 25% female representation on their boards perform 7% better than those with men only, and 2% better than those that are male-dominated.”

See the full article here