Gender Economics in action

Gender Economics is the fusion of sociology, economics and gender studies and looks at shifting current perceptions of gender and how we use these perceptions in framing economic policy. Very often, it is an intersection of gender, values and beliefs that create policy decisions, many of which are based on outdated models. It is important that we start to understand how economic research is conducted, how the statistical analysis is created and how this flows into policy decisions and ultimately the business bottom line.   

Gender Economics is about “dissecting and creating a new discourse around economic theory that fuses Economics, Gender and Sociology” [Moore, S, 2012]  
Think of a persistent organisational challenge and start to unpick it by looking at the assumptions and environments that created the challenge in the first place, chances are the core of the challenge has been created by imposing outdated business models, values and measurements that no longer work.  Then reframe the challenge by applying new thought paradigms and you may very likely uncover innovations that lead to increases in performance.  Traditional gender stereotypes have shifted and organisations can no longer assume that they are catering to the working heterosexual white male with a wife at home because the ground rules have changed.  According to Wikipedia2, the US LGBT consumer market in 2013 ‘is estimated to have an overall buying power of more than $835 billion’.  This demonstrates that marketing to this group requires specialisation to reap the benefits of that economy. 

Much of our business culture is centuries old from the structures to the drivers, and our organisations must change to keep pace with a global economy where diversity, and cross-cultural management enforce new skills around managing complexity. 

In 2009, the Harvard Business Review3 made the bold statement that “Women now drive the world economy”, and estimated that globally women will control about $20 trillion in annual consumer spending over the next five years.  Look at any social networking site or news stream and you will see articles that recognise that the financial empowerment of women is a game changer.  Businesses must now attract talent from a wider pool, some from necessity, but many recognising that by developing a “Women’s Employer of Choice” reputation, it will ultimately help them increase their competitiveness in the market.  However, it is not as simple as painting women’s issues with a ‘pink’ brush,  organisations must understand the shifts that have taken place in gendered stereotypes and how this sociological change now affects business structures and changes in economic policy formation. 
Gender Economics looks at how gender influences economic decisions and how those decisions impact gender.  The way we target gender for economic gain or increased market share can either benefit or degrade the rights of marginalised groups, often leading to policy formation with an underlying gender bias overlaid with a view on how economics, policy and gender interact with society.  

This emerging field challenges current economic theory, broadening the conversation to encompasses sociological complexities currently at play in society – ie: we look to deconstruct economic policy, reconstructing it in a manner that allows us to develop rational and objective tracks for further research.  Issues of female inequality have persisted for decades if not centuries and instead of talking about the issues, Gender Economics explores underneath the issue and provides new discourses that have the power to change the way we work and live.  A simple example of Gender Economics and a persistent issue is the gender wage gap in Australia that continues regardless of the amount of effort and talk that goes on.  In 1907 Australia passed a little known policy known as the “Harvester Judgement ” that saw the start of reduced wages for women in preference to that of the ‘working family man’.  This policy was introduced primarily to give organisations a competitive advantage through the use of cheaper female labour and this precedent continues today with feminised work segments in organisations exploiting cheaper labour without thinking about leveraging their diverse workforce for gain.    

Much of our business culture is centred on the concept of scarcity, of not enough to go around but where did this thinking process start?  Staying competitive by having unique products that differentiate you from the rest of the marketplace can lead to a culture of aggressive competition and cost cutting.  With more organisations becoming lean and agile what if the model moved from one of scarcity to one of ‘abundance’.  What are the attributes of abundance and is it just a mind shift or can we create business models that promote it?  Some argue that the accepted female attributes of sharing and collaboration may lead to a richer business environment, so would increasing gender diversity change your organisation? 

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 our increasingly complex environments.  Organisations that understand that gender balance is the new competitive edge will be better equipped in a global marketplace where women are increasingly taking their place at the decision table.  Whether it be a increased awareness of women’s economic impact at a country level or that gender diversity has been shown to add benefits to company board, women are learning to invest in themselves and their financial future.  

There are many persistent gender issue’s that just don’t seem to go away and this is particularly true in areas of gender inequality, and I feel that this is because we so often talk ‘around’ the issues instead of deconstructing them and understanding why they are issues in the first place.  The next step is to start unpicking current thinking on economics and business start reframing our thinking, putting age-old issues into new contexts – that is Gender Economics at its core! 


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

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.

The Centre for Gender Economics and Innovation

The Centre for Gender Economics and Innovation

The Centre for Gender Economics and Innovation

Susanne is the Founder, Managing Director and International Executive Chair of the Centre for Gender Economics and Innovation™.

Vision and Mission

The Centre for Gender Economics and Innovation aims to be the World’s leading social enterprise improving women’s contributions to the economy and helping women achieve their leadership potential.


Founded in 2013, The Centre for Gender Economics and Innovation is a privately held values-based Social Enterprise that builds strong, consultative relationships with its clients. From its Sydney, Australia headquarters, the Centre has established an International presence with ambassadors in the United States and the United Kingdom. Through its work programme, the Centre develops and deploys leading edge innovations in diversity and inclusion to ensure the capability and productivity of organisations and economies globally is lifted by:

  • improving women’s contributions to the economy;
  • helping women achieve their leadership potential;
  • Developing practical implementable tools for business that enable them to leverage performance through greater gender balance,
  • and targeting innovation improvements through diversity of thought.

The Centre seeks to change the conversation about gender from one where one gender sits in a position of judgment of the other. The Centre advances gender equality by emphasizing the contributions of both genders to economic and social development, offering programs, consulting, and events designed to help organisations harness diversity to drive innovation and improve corporate performance. Global problems require the skills, talents and unique abilities of both genders. Find out more about The Centre at

My Interview with Connected Women as “Woman of the Week”

By Emily Bencic



Susanne Moore is founder and Executive Chair of the Centre for Gender Economics and Innovation, Sydney, which aims to improve women’s contribution to the economy and help women achieve their leadership potential. The Centre works with industry groups, government agencies, educators and business to deliver consulting services and research outcomes.

With a diverse background in business, finance, administration, government and IT (all male-dominated industries!), Susanne came to realise that what was being done for women was not working. She observed that we had been doing the same things with the same conversation for as long as she could remember and it just did notseem to be shifting anything in terms of gender balance, greater equity for women and an increase in a woman’s ability to influence economic and political agendas. The conversation around gender balance needs to focus less on flexibility in our workplaces and talk instead, about the business advantages of having a balanced workforce, including gender balance, and how this impacts organisational profitability.

What is your background?

I founded and managed a multi million dollar consulting company that specialisedin Business Transformation, Project Management and Outsourced environments for fourteen years until closing it in 2010 to pursue other interests. We had a number of major clients, including AMEX, IAG, Sydney Water and Kasikorn Bank, Thailand and provided consulting across Asia Pacific. My consulting specialty was the re-negotiation of contract relationships that had gone sour, mentoring and support of our clients senior executives and the reinvigoration of client projects that had to be recovered. Prior to this I worked for both government and corporate in Finance and Administration and managed a number of high profile projects.

After commencing a degree in Sociology and Business Management in 2011, I started to develop the concept of Gender Economics and Diversity Economics and how changing the way that we present the facts can change how our organisations think about, and relate to women. At a macro and governmental level this translates to economic policy and, I believe greater profitability and innovation in our organisations. Sadly, Australia is slow to realise these concepts, but Gender Economics as a field of study and as a mechanism to create real and measurable change is increasingly being talked about, most recently with UN Women in New York.

I am not your average person and do not easily relate to women so it is surprising that I have taken this path in some ways. As an Entrepreneur I have had a number of ups and downs, with big financial successes and also the lows of not enough and the struggle to find the next opportunity.

I have also had a successful retail and wholesale gift business, ran numerous news agencies with my ex-husband and even had a market stall selling soap on the Sunshine Coast of Queensland.


WIL (Women in Leadership) Economic Forum, China

I will be speaking on an expert panel at this conference in Shanghai on the 27 September.  The subject is;

“Does diversity improve financial and managerial performance?”
As the economy becomes increasingly global, our workforce becomes increasingly diverse. D&I is no longer a topic for HR, nor is it more political correctness than business concern. Companies with a higher proportion of women on boards and in leadership positions exhibit a higher degree of organisation, above-average operating margins and higher valuations. However, attracting and retaining more women who meet the challenges of labour markets’ change, engaging men in diversity implementation and calculating economic growth are considered major challenges preventing D&I from succeeding.
This panel discusses how employers can equip women with the desired skills to address specific inclusion challenges through cross-cultural competence. It also covers how employers are supporting women and how this affects overall company performance.
Viewpoint one: Measurable financial impact of D&I
Viewpoint two: Engaging middle managers in diversity initiatives
Viewpoint three: Retaining and growing ‘Gen Y’ women


You can see my interview for WIL on their Facebook page here.