Monthly Archives: November 2014

Emma Watson – He for She – A Gender Equality Movement

I think Emma Watson spoke for all forward thinking people in our community when she inspired and moved the UN audience through her presentation in 2014. Her presentation to the UN was a nervous one, but one full of hope and expectation and was a call to action. Scroll to the end of this Blog to see her UN presentation. But here Emmsa speaks further about the ‘He for She’ movement on International Women’s day in 2015.

EWThe Workplace Gender Equality Agency (WGEA) in Australia recently released its groundbreaking research on gender equality. After you watch Emma, scroll down for fast facts from this significant research:

Fast Facts:

  • women comprise a quarter of management positions despite making up half the workforce;
  • Women are paid 24.7 per cent less than men who perform the same work;
  • 13.6 per cent of employers have a strategy for flexible working and only 7.1 per cent of employers have an articulated stand-alone strategy to achieve gender equality.

Just under half the 11000 employers covered by the report offered paid parental leave on top of the scheme introduced by the former Labor government.

Gender Equality Agency director Helen Conway said the message from the report was that “at every level the workplace pipeline is blocked for women”.

Key Findings:

  • While making up 48.5 per cent of the workforce, women account for just 35.8 per cent of full-time employees and only 17.3% of CEO/Head of Business positions
  • Men fill 76.24%of directorships, 88.12%of board chairmanships and 82.7% of chief executive positions.
  • The proportion of women declines as management levels approach the chief executive level, with women comprising less than 30% of CEOs’ direct report.
  • The gender pay gap is almost 19.9% for base pay but rises to almost 25 % for total remuneration.
  • The biggest total remuneration gender gap is in financial and insurance services (36.1 per cent), while the narrowest gap is in education and training (9.6 per cent).
  • While almost one in every two employers has a gender remuneration strategy, only 18.1 per cent have pay equity objectives as part of the strategy.