It's about choice for our children

I considered that perhaps it was a cultural thing. But after listening to her TED talk on the topic (view below) I have to concur that much of what she says does translate to Australia.

This generation we will barely make a dent on the number of women in board rooms around Australia – nor in senior leadership roles – but the point she raises is what do we tell our daughters… and our sons. What lessons do we impart to inspire them to make the choices they want without fear of failure.

Sheryl gives us three insights.

1. ‘Sit at the table’ – this means women need to really participate, make a statement, stand up for themselves – don’t underestimate your own ability. ‘Own your own your success.’ This could be viewed as slightly pushy however how often do women not apply for the job that they don’t have every skill for – whilst their male equivalent would put himself forward.’

There will be sacrifices that we make for playing a bigger game… and these are sacrifices that our brothers wont have to make.

I was having dinner with my daughter (16) and son (14) over the holidays – and my son asked me if I would prefer to be a man or a woman… I instantly responded ‘A woman’ – when he asked the same question of my daughter, after some deliberation she said ‘A man’ when I questioned why she said – ‘they just get everything easier.’ – This saddened me. At such a young age my daughter is already seeing limitations…

2. ‘Make your partner a real partner’ – Sheryl laments that in fact there has been more progress with equality in the workplace than on the domestic front. She said workingwomen work twice as hard on domestic chores and do three times the childcare than their male counterparts.  She wonders if it is because from a very young age society puts more pressure on males to succeed. We need to make it easier for males to stay it home – too. Men are not always welcomed at playgroup.

Interesting that a number of years ago I was called up to see the vice principal of my daughters school – as the spirited girl she is she had pushed the boundaries and they wanted to discuss it with me specifically rather than my husband who was the primary after school carer.

This successful female educator said ‘Your daughter just needs to see more of you – you travel a lot for work and she misses you terribly’ – I responded – ‘she does have a parent with her every night of the week; her father…’ She realized what she had just said. Here was one successful career woman telling another that the role model I was being for my daughter was not appropriate. And this was from a leader of a girl’s school – at that point I did ask what they were teaching the girls about financial independence and fulfilling careers…

Stereo typing is very, very hard to change

3. ‘Don’t leave before you leave’ – Sheryl said that in planning for a pregnancy and to have ‘children’ fit neatly into a career often means that women are planning to take time out of their career long before they need to. In fact they might even hold back on a promotion or responsibility because they think ‘I might not be here next year’.

From the moment women think about having a baby…they might be less career focused as such their job may become far less fulfilling. Yet once you have a child at home to return to work is a massive sacrifice. So your job better be rewarding, challenging and you really need to be making a difference because otherwise it is too hard and simply not worth the cost (both financially and emotionally).

If you took your foot off the ‘gas’ too early in your career ie you didn’t take a promotion for instance then this might mean you don’t have the ‘best’ job to return to. I wrote a blog about this very thing some months ago.

I concur with Sheryl – we want to teach our children to make powerful choices on what they want to do. Not what they think is prescribed for them – because that is how it has always been.

With Lyndsey Cattermole at the EY event.

I have just had the pleasure of being a participant at the Ernst & Young Women’s Entrepreneur Workshop in Sydney. It was a delight to listen to Carla Zampatti share her story of being an entrepreneur committed to women’s fashion and the struggles she faced in the late 60s. Lyndsey Cattermole shared the thrill and sheer determination it took to create her business – Aspect Computing – and Melissa Widner discussed her journey as a serial entrepreneur – and her role now as an angel investor and venture capitalist.

Avril Henry inspired the group with her insights into the traits of an entrepreneur – male or female.

1. We don’t care what other people think about us (and the older we get the less we care)
2. We have trouble imagining failure
3. We embrace adversity and difficulty
4. We take more risks than others – they are not careless risks – they are measured
5. We manage and mitigate our stress – we use our stress, and don’t think of it as a hindrance to a problem
6. We are there for the long term
7. We will sacrifice almost anything to achieve our vision
8. We have the ability to express ourselves and gain support from others

Senator Kate Lundy then spoke with us – and alas an opportunity was lost – we got government rhetoric and the party line. This was a chance to listen to 50 of Australia’s leading female entrepreneurs about our greatest challenges in creating big businesses. (And these challenges are probably not all that different to why there are not more women in leadership roles.)

Each of the three entrepreneurs mentioned in their presentations the constant battle of parenting and growing a business.

I have known Lyndsey for many years – in fact as a young girl she was a role model to me. My mother spent much of her career as a systems analyst with Lyndsey’s business Aspect Computing. Mum had said to me when I was at University “If Lyndsey can do it you can too”. We all need role models – someone to lead the way, and drag other women with them.

So when it came to question time – I was on my feet – asking for insights into their beliefs on the way forward with childcare for Australians.  All three resounded that at the bare minimum we MUST have tax deductible childcare to enable women to continue with their careers.

Avril Henry pointed out a section of the Tax Act that states (and I paraphrase) that a tax deduction is available to those expenses incurred to enable employment – hence Avril argued that the Tax Act already allows for ‘tax deductible childcare if it means that enables a woman to work’. However, the tax commissioner does not agree with this definition of the term.

Gillian Franklin, CEO of the Heat Group simply stated that this is the number one issue facing growth for the economy – and a formal review of the costs/benefits needs to be undertaken.

(I was thinking to myself – the more women working – the more tax that is paid – and the more people who are working in childcare – they will be paying taxes too) and everyone will have more spending power so the economy will grow.

The Senator’s response – we have introduced paid parental leave. Senator Lundy completely missed an opportunity to listen to entrepreneurial women – and to make a difference to the conversation. Less party line would have given her some credibility…..

Well done Ernst & Young for putting on such a worthwhile event. We look to you to keep the conversation going and pushing for a review of childcare in Australia. And good luck in getting this government to listen.

Maya Angelou: Some great words of wisdom.

A WOMAN SHOULD HAVE …
enough money within her control to move out
and rent a place of her own,
even if she never wants to or needs to…
something perfect to wear if the employer,
or date of her dreams wants to see her in an hour…

A WOMAN SHOULD HAVE ..
a youth she’s content to leave behind….
a past juicy enough that she’s looking forward to
retelling it in her old age….
a set of screwdrivers, a cordless drill, and a black lace bra…
one friend who always makes her laugh… and one who lets her cry…

A WOMAN SHOULD HAVE …….
a good piece of furniture not previously owned by anyone else in her family…
eight matching plates, wine glasses with stems,
and a recipe for a meal,
that will make her guests feel honored…

A WOMAN SHOULD HAVE ..
a feeling of control over her destiny…..
how to fall in love without losing herself..

EVERY WOMAN SHOULD KNOW…
how to quit a job,
break up with a lover,
and confront a friend without;
ruining the friendship….

EVERY WOMAN SHOULD KNOW….
when to try harder… and WHEN TO WALK AWAY…

EVERY WOMAN SHOULD KNOW…
that she can’t change the length of her calves,
the width of her hips, or the nature of her parents..
that her childhood may not have been perfect…but it’s over…

EVERY WOMAN SHOULD KNOW…
what she would and wouldn’t do for love or more…..
how to live alone… even if she doesn’t like it…

EVERY WOMAN SHOULD KNOW.. .
whom she can trust,
whom she can’t,
and why she shouldn’t take it personally…

EVERY WOMAN SHOULD KNOW…
where to go…
be it to her best friend’s kitchen table..
or a charming Inn in the woods…
when her soul needs soothing…

EVERY WOMAN SHOULD KNOW…
What she can and can’t accomplish in a day…
a month…and a year…

Goals for women
IF Naomi Simson‘s goal is to get more women on boards, she should start by not denigrating the role of parenting. ?The women’s movement has failed in what should have been a prime goal — to recognise and elevate the role of caring — whether it is for young children, the disabled, or the aged.? We have a highly feminised carer workforce languishing at the bottom of the pay scale, and capable women facing difficulties returning to the workforce after having ‘wasted’ years bringing up children.

Instead of supporting these women, high profile businesswomen such as Simson compound the problems by categorising the role of parents and carers as something that fails to contribute to society. ?I can’t think of a better way to contribute to society than raising healthy and confident children. I can’t think of a better way to hone organisational skills, to understand your own strengths and weaknesses and to learn patience and levelheadedness. ?It is time that powerful women took the lead in elevating the role of parenting, and promoting it as an asset rather than a hindrance to a career.

Brigitte Dwyer, Sandgate, Qld

I was glad to hear from Brigitte, because her letter highlights the emotions around the issue of gender and women’s role in the workplace. I do not denigrate the role of parenting. Nor have I ever said parents or carers fail to contribute to society. Parenting and teaching are one of the greatest contributions we can make, and I concur with Brigitte that the pay scales are not commensurate with the important role all carers play. What my article in The Australian was attempting to highlight was how hard it can be for women to contribute back to society through the workplace once they have had children.

Mixing business and family - sharing the journey with my daughter at the EY Entrepreneur of the Year 2011

The point I make is all about choices. The reality is – currently – after the birth of a second child it becomes even more difficult for parents to manage the expense of childcare and maintain a career. Not everyone has the financial freedom to choose not to take paid work once they become a parent. And while parenting teaches you so many valuable lessons about yourself and your organizational skills, it may not give you the outlet to practise the vital medical skills you studied long and hard for when you specialized in oncology because that is a passion you hold outside of your role as a parent. That is the point: many parents want the flexibility of staying connected to their chosen field because they personally feel that connection helps them be better parents, feeds their passions as well as helping financially.

Brigitte – thank you for adding to the debate. There is no easy answer, and each family has their own set of circumstance. What we seek are choices that work financially. One of my most precious roles is that of mother. But I know I can be a great mother experiencing the joy of parenting as well as working – after all, I started my own business so I could do that.

Marg Hartley with her teenage daughters

That would certainly make headlines, wouldn’t it? I wonder the impact such an initiative would have.

On the weekend I was chatting with my friend Margie Hartley and she shared some insights into why there are not more women in senior roles in Australia. Marg facilitates women’s resilience programs and is a coach to executives. She wrote a blog recently about the disappearing pipeline for senior female executives.

As we were chatting I offered that making childcare – including qualified in-home childcare – tax deductible could be an advantage to keeping more women in the workforce. This idea was recently tabled at the Tax Forum by a group called Chief Executive Women, representing nearly 200 business leaders, including highflyers such as Gillian Broadbent, Ita Buttrose, and Janet Holmes a Court.

Of course, this does not take into account those women not attracted to the corporate ladder, but still requiring greater flexibility in childcare, for example nurses working shifts, where the usual 7am opening and 6pm close of a long daycare is no help.  Actually, nor is it much support to the corporate working- woman either, given the hours often ‘expected’ in that world (which is another blog in itself).

Another submission made to the Tax Forum by the National Foundation for Women, argues that childcare tax breaks are not the solution, as tax deductibility versus the current childcare rebate would leave some families weekly out of pocket on their childcare fees. Put simply, nurses do not have access to the tax breaks that higher earners in the corporate world can experience.

My friend Marg’s response upped the ante: “What if Australia had free, ie: publically-funded childcare? We have public primary and secondary schools – our economy is changing and public policy needs to change with it.” It’s an interesting idea: public preschools that feed into our publicly-funded primary system.

However this is not a simple issue for under school age children. Every working mother I know talks about the horror of handling school holidays and trying to find appropriate arrangements.   Plus coming back to the notion of working hours, services that run outside of school hours are also vital.

Speaking with another woman the other night at the Global Banking Alliance for Women summit – hosted by Gail Kelly – with Penny Wong presenting the 40% female representation on government boards initiative. Much of the conversation around our table at the event was about the ‘juggling’ game that parents play. One woman lamented “I work 4 days a week, I have two pre school children and childcare costs me $40k per year…in POST TAX DOLLARS – I have to earn $70k just to pay for childcare… you have really got to love what you do at work to make it worth working at all.”

That is the point!

Ultimately, as business leaders, we all need to be willing to embrace change and lead by example. Change the notion of what is an appropriate working week. Change leadership expectations and, as Margie writes in her blog: “have leaders demonstrate flexibility that is really flexibility. Not a five-day week squeezed into four days or the ability to work 14 hours a day through technology.”

Let me hear your thoughts on this one…

People do have a choice about where they work; they also have a choice about how they give their discretionary effort. A great culture ensures greater productivity, and that ultimately delivers a better bottom line result.  Hence the reality is if you need to call upon extra effort from your team – they are far more likely to give it – if they enjoy the place they work and believe in its leader.

It makes sense to treat people well and they will return the favor. I know there are many male empathetic and culture driven leaders… but with out a diverse leadership group, a male only point of view in any organization may limits its opportunities. (Goldman Sachs report.)

The reality is that women will offer a different viewpoint… We need people with different backgrounds, ideas and experiences to be able to challenge, debate and argue alternative ideas.

We need more women leaders to be role models for younger women at the beginning of their career. Apparently the time when most women exit the work force is after their second child – when parenting does become more complex and child care more expensive. (Can someone tell me why childcare is not a tax deduction? Which would benefit the whole community and encourage women to return to work).

This is so frustrating! Something really does have to happen (is it going to take until the next generation to get something done… )

May I suggest to the male business dinosaur who wants “to hurry up and get the project delivered”… build a great culture and it will happen.

Too funny - men and women see what is 'important' differently

AIM WIM Great Debate ACT

‘Real women’ don’t need quotas? was the topic debated last week in Canberra at the AIM great debate event at the National Convention Centre. I was given the task of debating for the affirmative. Which meant that I was debating against having quotas. I’m not sure of the number but there seemed to be about 1000 people in the room. And they voted a resounding ‘Yes we do need quota’s’.

I think however that the audience was not really simply voting for quotas as voting for change. Every person in the room was in agreement – we need more women in leadership roles. I may well have taken to the topic tongue in cheek after my esteemed team of Robyn Archer and Jane Wolfe had presented very convincing arguments, however Ita Buttrose with team mates Julie McKay and Sue McGready definitely ‘pipped us at the post’.

As the final speaker I argued that there was no doubt we were all in agreement that we needed more women on boards – but it is a question on how women get there that matters.

It did not take quota’s to get:

• 27.3% of all federal parliamentarians women
• 30% of all small business owners are female
• 70.6% of all teachers are women (the role that influences all future generations)
• 100% of all mothers are women.

None of these important roles took quotas

When I searched Google for ‘real women Australia’ it returned a website that was ‘empowering curvy women’ – I asked “do we need to be curvy to be considered a real woman – and do we need quotas for that?”.

Then searching Google for ‘quotas Australia’ most of what was presented was quotas for primary production such as dairy, beef and wheat. “Are women in leadership to be put into the same category as agriculture?” I implored.

Of course the more serious discussion of tokenism and merit were well argued by my team mates, and I summarized “Just because we make it to the board room doesn’t mean that we will be listened to, respected or valued – in fact if put there by quota we may do more harm than good for the ‘cause’.”

The corporate world by nature will not relish more regulation…. A board is in place to represent the interests of its shareholders. Hence, given it is clear that we do want change – if every person who has a share (of any size) attends the annual general meeting they have the right to ask a question… Simply on mass let’s all start asking the question “Why does your board makeup not represent the community to which it serves?”. The chairman and board will be forced to respond and take action.

Yes we want change – we have the power to influence that change for the companies we have shares in. It will cause change faster than any other action, after all quotas just simply might not be the best way to get change.

We may have lost the debate – but at least the conversation continues and it is not even ‘International Womens Day’ which is usually the anniversary of where we discuss this over and over again, year after year.

Please take action now – go to an annual general meeting and have your say – because we are all agreed that change is needed.

I have discovered some interesting things already on the journey to holding another directorship.

The women I know who hold paid board roles – have unanimously encouraged me to join their ranks noting – ‘more than anything boards need your sort of skills – marketing, strategy and human resources – compliance is essential but boards need other skills too’. The men on paid boards I know, when asked about boards said ‘why would you? It is really hard work and the risks are enormous’ – one went so far as to say ‘I think women are clever – board work is not only onerous – it is relentless – why would you want that pressure in your life?’

This personal survey does not have a large sample size (six people in total)…. but interesting the different responses.

All this week I have been doing the AICD Company Directors course in Melbourne. There are 25 attending the course, which includes about 8 women. As we were introducing ourselves at the beginning of the week many of the men noted that they had been on boards for years (one for 30 years) – but thought it was time to get the diploma given the media coverage on directors responsibilities. The women all said ‘I am beginning to think about doing some paid board work – so thought I needed to get the qualification before I put myself forward for a role’.

Again interesting the different approach taken by men and women (though of course it is a tiny sample size).

I have been thoroughly enjoying the course (and delighting in just how much I do actually know)… It is very worthwhile – so I encourage those women who want to take action to change the balance in the boardroom to enroll – it is a first step; and at least you will determine if the boardroom is the sort of place where you think you can add value.

It has been quite clear as we work together in different syndicate groups that the women do view the world differently – and I was even acknowledged by my fellow syndicate members “you see things that I never would have seen”…

Boards throughout Australia dominated by men truly have no idea what they are missing out on..ie they don’t know what they don’t know. We must continue to agitate so that boardrooms get access to the different insights that women will bring.

Prof. Fiona Wood: 'We could all say Thank-You a little more'

I had the privilege of meeting Professor Fiona Wood (Australian of the year 2005). She shared with the 800 women at the Business Chicks event Melbourne (and the following day in Sydney) her journey, persistence and passions. She is fundamentally curious person with a passion for learning that is addictive.

As a child growing up in Yorkshire, she heard her father say when she was just a small girl – ‘Who are we not to dream’ – even though he was a miner, with little education – he had big dreams for his children, all four of them going to tertiary education.

This very humble woman who has dedicated the past two decades to healing burn victims had some very profound things to say:

• “We should praise a little bit better – it does not hurt”
• “I think of all the people who helped me along the way – that I wish I’d thanked more – and now they are not here”
• “Taking a little extra time can make someone’s day – just seeing what they do and telling them.”
• “Thanking people is about getting the positive energy in”
• “The choices we make – make history tomorrow.”

Why is a natural state of happiness so important?  Professor Wood shared that those with the predisposition of positive energy are far more likely to heal – than those who are negative.

In her experience some of the toughest nursing jobs are those in the burns unit and the oncology unit – yet consistently she has seen lower absenteeism by nurses in those units. She says in her belief it is because those nurses are the one’s that are thanked the most, by their medical colleagues, but also the patients.

Professor Wood is passionate about us simply being grateful to those around us – and such positivity will hold us in great stead, incase we find ourselves in a calamity.

Thank you Fiona for your inspiring words – There were 800 women today who left, knowing that they could follow their dreams – and also feel wonderful by simply saying thank you sincerely to the people around them.

If you would like to donate to the burns, trauma and scarless healing foundation  http://www.mccomb.org.au/ it will be very gratefully received.

Is Ms Gillard listening to Ms Bryce on the issue of quotas?

Ms Gillard, would you say no to a minimum 5.1% rise in annual GDP?

As our first female prime minister, Julia Gillard, is in a unique position to champion affirmative action. Following comments this week by Australia’s Governor General, urging change – saying quotas could shift the ‘old boys club’. Ms Bryce said: ”I think there’s a very clear recognition and understanding that the progress of women in business at the very highest decision-making levels is too slow.” Ms Bryce, I’m sure is all to aware of the strong economic arguments – as well as the social benefits. I for one am very glad she spoke out. She may have no political role – but it does not mean that she can not contribute to the debate. But is Ms Gillard listening?

Here are some of the economic implications of the gender: pay discrepancy, as reported by the National Centre for Social and Economic Modelling (NATSEM):

• NATSEM estimates that the 17 per cent pay gap between men and women workers costs the Australian economy $93 billion each year. This equates to 8.5% of gross domestic product (GDP)
• The gap impacts negatively on women’s labour force participation. That is, women earning less than men acts as a disincentive for women to enter paid work or to work more hours.
• NATSEM estimates that the Australian economy would grow by 0.5% of GDP -  $5.5 billion or $260 per person – if the gender wage gap was reduced by only one per cent.
• NATSEM found that removing the effects of being a woman from the wage gap would increase the average wage of an Australian woman by $1.87 per hour or $3,394 annually.  If this element alone were eliminated, ignoring all the other complicated reasons for the wage gap, NATSEM suggests that Australia could add $56 billion or 5.1 per cent to total annual GDP.

Positive discrimination supporting the appointment of more women to boards would not only have a monetary impact on the economy, it would also bring necessary leadership insight into those other complicated wage gap reasons on the gender differences when it comes to work choices, work hours, appetite for risk and balancing caring responsibilities. Which in turn would have an even higher return on GDP.

What do you think quotas, targets – or is the ASX reporting requirements currently enough?