Creating more gender equitable and inclusive cultures is high on the agenda for many organisations. However there is often a disconnect between existing staff development activities and efforts to create the desired cultures. More explicitly linking individual development to organisational change can make a big difference to the return on investment when developing staff. The ‘bifocal approach’ translates this ideal into reality through clear principles and program design.

Sponsorship: An equity and diversity game changer?

I am very proud to announce my long awaited report Sponsorship: Creating Career Opportunities for Women in Higher Educationis now available here for free download. This sponsorship guide is a practical publication, based on research examining sponsorship practices and my decades of experience with mentoring and leadership programs within the higher education sector. 

I believe sponsorship can be an equity and diversity game-changer. Read on for an overview of why.

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Envisaging a more gender equitable workplace; #TomWeltonTour

Tom Welton’s tour has been enthusiastically received by a higher education and research sector keen to learn from a Department and Institution well progressed on the Athena SWAN pathway. Institutions looking at the year ahead, which for many will involve data collection and analysis, compiling action plans and finalising institutional applications, are keen to receive guidance. We are so keenly tweeting the received wisdom that Tom’s tour has been trending in the top ten twitter hashtags in Australia this week (go Sydney!).

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Champions of gender equality: female and male executives as leaders of gender change

I am very proud to present my newly published article Champions of gender equality: female and male executives as leaders of gender change.  It draws on my doctoral research and examines in detail what male and female executives say about gender championing. All agree that it is not an easy role!

As readers of my Blog will be aware, I am keen for men to engage with doing the work of gender equality and this research certainly influenced my thinking.

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Men and women as partners for change

In this blog, which follows on from my previous bolt 'What about the men?' I explore the difference between inviting men to be allies in the gender change work and being partners. As allies men are being asked to help make organisations better places for women. But this assumes that men have no gender, or at least that their gender is not problematic in the workplace.

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