Mining, Engineering, Finance and IT all have something in common when it comes to encouraging girls into the field.


In my work in the mining industry doing Diversity Assessments I have found that there is some commonality in the way this industry and IT have to work towards encouraging girls to enter.  Focus on the skills of the future and not the skills of the past.  Engineering provides the pathway to future development and sustainability and this appeals to women.  Studies in female investment show that women are more discerning when making decisions, looking closely at the details, they are interested in longevity and an organizations ability to support environmental sustainability.  They also like to ‘give back’ through investment and this research can be applied to the mining industry.   Information technology provides the skills to live in contemporary society where decisions and influence are done via technology.  Therefore they are ‘must have’s’, its not about telling girls that maths and science is cool.  Its about reframing the proposition so it makes sense to girls.

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How Diversity Can Drive Innovation


DPRF™ - Diversity Performance Review Framework*

Reblogged from HBR online archive.

Magazine

December 2013

How Diversity Can Drive Innovation
by Sylvia Ann Hewlett, Melinda Marshall, and Laura Sherbin
Most managers accept that employers benefit from a diverse workforce, but the notion can be hard to prove or quantify, especially when it comes to measuring how diversity affects a firm’s ability to innovate.

But new research provides compelling evidence that diversity unlocks innovation and drives market growth—a finding that should intensify efforts to ensure that executive ranks both embody and embrace the power of differences.

In this research, which rests on a nationally representative survey of 1,800 professionals, 40 case studies, and numerous focus groups and interviews, we scrutinized two kinds of diversity: inherent and acquired. Inherent diversity involves traits you are born with, such as gender, ethnicity, and sexual orientation. Acquired diversity involves traits you gain from experience: Working in another country can help you…

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Would you like to find out more about the Diversity Program Review Framework?


Research ComponentsIf you have been following my blog you will know that I am in the midst of a research project into the “Profit Impact of Organisational Gender Diversity Programs” and as part of that research I have developed the Diversity Program Review Framework.  If you would like to find out more about this framework, please click on the link above in the menu or go to the new website here.

Thanks for your support.

Susanne

AWRA Recognised Program™, Australian Women in Resources Alliance uses the Diversity Program Review Framework


AMMA-logoThe Australian Women in Resources Alliance (AWRA) is an industry-led initiative dedicated to helping employers attract, retain and reap the rewards of women in resources workplaces. AWRA is jointly funded by the Australian Government through the National Resource Sector Workforce Strategy and the resource industry employer group AMMA, with leadership from industry bodies and employers across Australia. The AWRA Program is delivering a range of projects to inform and support employers and one of those programs is the AWRA Recognised Program™ which recognises AMMA industry members as a Preferred Employer of Women against a assessment using my Diversity Program Review Framework™ as a basis.

To be able to utilise an AWRA stamp, organisations must undergo an assessment of their workplace policies, procedures and, most importantly practices, to assess the organisation’s capability maturity against best practice management of workplace (gender) diversity.

The assessment to become AWRA Recognised™ is based on a rigorous and recognised model of diversity capability, and goes beyond traditional “HR-centric” metrics to assess more broad business dimensions with clear links to organisational profitability and sustainability.

The assessment outcome provides concise feedback on an organisation’s current diversity strategy, and together with the capability maturity model, helps organisations to plan the changes necessary to reap the rewards of a gender diverse workforce whilst taking into account the different stages of the organisations journey toward best practice.

The Diversity Program Review Framework™ that underpins the AWRA Recognised Program™ allows us to baseline gender diversity program’s for future monitoring and reporting against the WGEA gender indicators.

I am very pleased to have this opportunity to complete a ‘slim version’ of the overarching framework as part of the AWRA Recognised Program™.  The data collected from resultant assessments will form a rich source of research data for my overarching research project.

REFERENCES

Australian Mines and Metals Associationhttp://www.amma.org.au/

Major Dimensions – The Diversity Program Review Framework


Copyright Susanne Moore 2012, Diversity Program Review Framework

Background

In order to measure the effectiveness of Diversity and to evaluate data for the next phases of the research, I have developed major measurement dimensions which form part of the Diversity Program Review Framework.  The Framework will allow the project to look at areas such as;
  • Identification of all available metrics, benchmarks, targets, quotas and program deliverables
  • Identification of existing and planned frameworks within Diversity and Inclusion programs including, employee self service, human resource policy, financial measurements
  • Reviews the Diversity Program for effectiveness and suitability, assesses its links to business benefits, strategy and business performance

What is it?

The Diversity Program Review Framework will measure both the program’s standalone effectiveness from a program management perspective, and assesses the viability of  the program’s data  as a research  candidate  for the broader research project.

What are the outcomes?

The review framework is currently being developed and consists of a Program Review, A Capability Assessment mapped to the journey of your program, a number of Survey instrument’s to capture stakeholder feedback and a Comprehensive Report.
As my particular area of focus is Gender and Economics, I am also looking at additional catogories within each of these major dimensions to gain as much research data on gender performance against profitablity as possible.