Diversity Spend in Relation to (perceived) Value – 5 QUESTION SURVEY


Innovation_LGlogoI am keen to understand what the average spend is on Diversity programs and how this spend relates to other organisational priorities. From my experience so far, it seems that there is commonly an amount spent on setting up the Diversity Board and then very often the program stalls. I am continually dismayed at the rhetoric that says that organisations are keen to increase gender balance, yet the amount spent on the activity is very low and in some cases equal to the amount an organisation may spend on a day at the football for their clients as a marketing activity.

Many organisations don’t have an ongoing Diversity Budget so after the set up of the Diversity Board stalls, it is difficult to gain approval for any further activity. Clearly if any activity is not set up for success, then it is likely to fail and I constantly hear the same comments from senior managers who just don’t understand why they can’t successfully attract and retain women. These comments are typically; “we have given them (women) leadership training, we have provided them (women) mentoring, and we have done unconscious bias training”. They then look at me puzzled as if they have done everything in their power to fix the problem, yet women just don’t respond. It is so much more complex than this, but that is for another post!

If I can collect some simple $ metrics then I can start to build an argument about the value of gender balance to organisations in relation to their spend on the activity. My guess is that most are spending very little and then wonder why they are not getting any tangible results. Many of the programs that I assess currently are not set up for success in the same way that we would set up and IT program – again this could be due to a lack of commitment and funding or just a lack of experience and knowledge about setting up a program.

PLEASE DO THIS QUICK 5 QUESTION SURVEY

Can you please take part in this simple 5 question survey as part of my ongoing research into the effectiveness of organisational diversity programs and their real importance to organisations. https://www.surveymonkey.com/s/Diversity-spend

thanks.

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Australian Workplace Gender Equality Agency (WGEA) reporting survey


About the survey

This 15 question survey forms part of a research project that looks at how the new Australian WGEA (Workplace Gender Equality Agency) Gender Indicators will effect reporting organisations when they come into force in 2014. Its looks at the immediate preparation time required, when organisations expect to be ready, and if organisations think that the new indicators will require more administration work to complete the new report than the previous EOWA Employer of Choice for Women.

A final report consolidating this research will be completed for distribution to participants by January 2014. The report will be available to all respondents and published on the Diversity Program Review website at http://www.diversityprogramreview.com.

Please respond to the survey, your responses are valuable and appreciated.

Privacy and Ethics

This project will comply with the NH&MRC Australian Code for the Responsible Conduct of Research; the National Statement on Ethical Conduct in Human Research (2007) and will also comply with the standards of participating university groups if applicable. On request, the researcher will provide all focus group, survey and interview participants with a copy of the study’s privacy statement outlining how personal information will be stored. The information in this survey will not be passed on or sold to any other organisation and will be used for the sole purpose of developing the WGEA Preparation Research Report.

In addition to this survey, Case Study data used to evaluate Gender Diversity Frameworks will remain the property of participating organizations, and the research team will not reproduce any data without their written consent. Any additional organisations participating in Case Studies will have an opportunity to approve the research proposal prior to commencement and the same ethical standards will apply.

Results so far

Most people, 43% think that the new gender indicators will take longer to report than the previous EOWA, with the majority estimating it will take more than 3 days.  50% of people said that they had a good understanding of the requirements with 43% acknowledging that the cost to report is minimal, but sadly that the benefits of reporting are also minimal, and 42% think that they will not be ready to report on the new indicators at February 2014.

Have you say here

Current Research – the impact of the WGEA gender indicators


I am currently doing some research into how the new WGEA workplace gender indicators will effect reporting organisations when they come into force and in the immediate preparation time. This research will consist of a short survey of six questions and your opinions and feedback. Contact me at susanne@susannemoore.com if you would like to participate. A report to be completed across the UK and Australia for distribution to contributing companies at the end of October 2013

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

Next Focus Group in Sydney end March 2013 – “Gendered Job Descriptions”


Radiolab focus group

Radiolab focus group (Photo credit: thestatusjoe)

Next focus group in Sydney Tuesday March 26 2013.

We will be looking at “Gendered Job Descriptions”, recognizing the underlying gendered assumptions that exist in many role descriptions. Contact me if you are interested in attending.  Focus groups are in Sydney city from 6pm-8pm and light refreshments are provided.

 

Tuesday 26 March 6pm till 8pm, some light refreshments will be provided.

WHERE IS IT?

Practicus – The Outcome Delivery Partner

Level 6
23 Hunter Street
Sydney
NSW 2000

The room has kindly been provided to me for this session by Tom Bright from Practicus – The Outcome Delivery Partner, who responded to my earlier request for a room via LinkedIn

Please contact me via the contact form if you are interested in attending the focus group, or if you would like to find out more about my research and consulting in Gender Economics and Diversity Economics.

REFERENCES

The Diversity Review Framework

NEXT FOCUS GROUP – 18 DECEMBER, SYDNEY


Research Components

PRESENTATION OF THE DIVERSITY PROGRAM REVIEW FRAMEWORK FOR COMMENT.

As a result of the initial focus groups that many of you attended, the Research Proposal “The profit impact of organisational gender Diversity programs”has now been completed and is in circulation with a number of organisations.  It is also as registered with Macquarie University for my future Master’s of Sociology.

I am now in the second phase of the project and have just completed the Diversity Program Review Framework which I would like to present for comment at the next focus group.

WHEN IS IT?

Tuesday 18 December at 6pm till 8pm, some light refreshments will be provided.

WHERE IS IT?

Practicus – The Outcome Delivery Partner

Level 6
23 Hunter Street
Sydney
NSW 2000

The room has kindly been provided to me for this session by Tom Bright from Practicus – The Outcome Delivery Partner, who responded to my earlier request for a room via LinkedIn

Please contact me via the contact form if you are interested in attending the focus group, or if you would like me to present to your organisation.

REFERENCES

The Diversity Review Framework

I will be Speaking at PMIQ Chapter Meeting & Christmas Drinks – Brisbane December 12, 2012


What is Gender Economics and Diversity Economics and how will it affect Executive Managers and Project Managers

alt Gender Economics and Diversity Economics are emerging fields of study, and with so many nations in economic distress the pressure is on to tap into new resources and ways of thinking. Organisations are looking for new and innovative ways to progress and create shareholder value and as the available workforce changes organisations need to transform at an increased pace, and managers must develop new skills to manage these complex environments. Susanne’s research “The profit impact of organisational gender Diversity programs” will compare Gender Diversity Program frameworks for effectiveness, and identify and evaluate linkages to organizational profitability.In Susanne’s opinion, Gender Economics is the new Business Transformation, the next major resource, and will open a channel to increased innovation and creativity through Diversity of Thought and the ability to maximise the management of these complex environments.Whether you are a projet/program/portfolio manager, or a C level executive, join us as we hear Susanne talking about Gender Economics as the new Business Transformation, the next major resource, that will open a channel to increased innovation and creativity through Diversity of Thought and the ability to maximise the management of complex environments.For more information about the research go to http://gendereconomics.com/2012/10/16/diversity-economics-research-the-profit-impact-of-organisational-gender-diversity-programs/

PMI QUEENSLAND

Venue: Tattersall’s in the Tattersall’s Arcade, corner Queen and Creek Streets in Brisbane.

Dress Code: Please remember the business dress code for Tattersall’s: Jacket and tie with ‘ladies equivalent’; no denim please. Tattersall’s does enforce this dress code.

Date: Wednesday,  12 December 2012

Time: 05:45 PM to 08:00 PM 05:45 PM Refreshments for a 06:00 PM start

Cost: PMIQ  Members: Free.  Guests are welcome: $10 inc GST

Capacity: 100

For more details and to book for the PMIQ Event

DOWNLOAD THE PRESENTATION HERE

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.

Diversity Program Review Framework


As part of my study into the “Profit Impact of Organisational Gender Diversity Programs”, I am developing a Diversity Program Review Framework during my Identification Phase which is Phase 2 of the 5 project phases.

Here is some information on the current Phase;

2. Identification

Example tasks include;

  • Identify 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
  • Identify program reviews for effectiveness and suitability for linking to business benefits
  • MAJOR OUTPUTA Diversity Program Review Framework, measuring both the program’s standalone effectiveness from a program management perspective, and assesses the viability of program’s data for further research

The Framework and the resulting reviews are vitally important to the research and I am looking for organisation’s that would be interested in allowing me to trial the review framework with them within the next couple of weeks.

The major review dimension’s are;

  1. Program Management Capability
  2. Cultural Integration and Acceptance (subsets here are Gender, Age, ethnicity, etc)
  3. Organisational (vision, strategy)
  4. Innovation
  5. Performance against benchmarks

These tie into the “Global Diversity and Inclusion Benchmarks: Standards for Organizations Around the World” (O’Mara, J, Richter, A 2011) with some additional detail that I am adding as a result of my research so far.

Once the trial is completed I will be offering the Reviews as a consulting service to help fund the remainder of the research.

Please contact me using the Contact form if you or your organisation may be interested in participating in this research.

“Diversity Program Review Framework”, “Gender Economics” and “Diversity Economics” copyright Susanne Moore 2012

See more about Gender Economics and Diversity Economics at www.gendereconomics.com

Status Update on my Research – October 2012


Since starting this research, I have received a lot of support and interest from many people. I really appreciate the support and assistance I have received so I thought I would keep those of you that are interested updated on my progress. There are 5 phases in the research project and I am currently in Planning (Phase 1) and Identification (Phase 2) phases of the yearlong project. If you would like more information regarding the deliverables for each, please let me know.

One of the most important outcomes is that I completed the academic proposal on time and received a Credit mark, thanks to the input of many of you. Your attendance at the focus groups was invaluable. That initial academic proposal underwent considerable review and rework after having feedback from a commercial organisation. You might notice that there is a slight change of name in the project title, this was suggested by one of the focus group attendees. I now have a Generic Commercial version of the proposal that I use to send out to organisations when required in order to secure funding or other means of support for the research. This is a fully costed version, including the updated literature review.

As part of Phase 2, I am working on the Diversity Program Review Framework and expect to have this completed in the next two weeks. This is an important part of the research, as it will allow me to look at the viability of in-flight diversity programs and provides an assessment framework to evaluate the extent and completeness of an organisations data. This framework will allow the research team to look at potential linkage areas and get a feel for the effectiveness of Gender Diversity Programs by using a combination of survey instruments and program review techniques. It will also provide an impartial assessment to organisations that have in-flight Gender Diversity Programs.

I have created a Group on LinkedIn called Gender Economics where we can discuss the broader research concepts. I have also created a sub group called Diversity Economics where I will be reporting some of the outcomes of the research as they come to hand. I do hope you will join one of these groups, follow the progress of the research and join the discussion. You also find additional information about Gender Economics at www.gendereconomics.com .

I will be scheduling a Focus Group around the end of November to present the Diversity Review Framework for comments, so please let me know if you would be interested in attending.

Thank you again for your support, your assistance, your interest and your well wishes.

Susanne