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Hacking Gender Diversity
Token Man is an initiative to give men a better understanding of the challenges women face when in the minority
Interviewer Interviewee Helper e-mail e-mail e-mail
Emma Perkins ECD LoweOpen Georgia Barretta UK Design Director Geometry Global Daren Rubins CEO PHD Media Michael Brunt CMO & MD, Circulation The Economist
What we have learnt so far
1. Women don’t always choose to stay at home or give up their career. Employers need to do more to help women maintain their careers.
2. Unconscious bias comes in many forms and holds us all back. Diversity of thought and diversity of perspective.
3. Childcare and Flexible working isnt a Womens issue its a Parenting Issue. Culture of agile working
4. Its not enough to say I employ the best person for the job. If you do not intentionally include, you unintentionally exclude.
5. Lack of Empathy is a key factor in driving the gender divide. Be inclusive in your conversation and behavior.
6. There is a Gender pay gap and a Gender equality gap in our industry. Men and women to learn from each other when it comes to Negotiating.
7. Create an environment where women can thrive. If you create trust and support in the workplace you get better results. .
8. A male, pale and stale management team acts as a barrier to diverse talent. Send a message about the inclusivity of the environment you work in.
9. Remove convention for how talent enters our industry New ideas won’t come from everyone hiring the same people from the same places.
10. How can we involve more men in the diversity discussion? Just ask them! We need allies.
Become a hacker ”
“A hacker is someone who seeks and exploits weaknesses in a computer system or computer network.” Wikipedia
Hack = To cut or chop with repeated and irregular blows Wikipedia
Hacking = A State Mind
Always looking for ways to make thing better Openness to new ideas Curiosity to learn and teach Not being afraid to fail Collaborative mindset
‘Bring a member of the opposite sex’ 50% tickets for men, 50% tickets for women Don’t speak or judge on a panel unless it is 50:50
CKS HA With Daren Rubins November 2015
Setting the Scene • Culture at PHD • 84% “Able to balance work and personal life” • Top 20 Best Company to Work For • 2014 No. 18 • 2015 No.16
CKS HA • High proportion of women on Board and at most senior level • Rising female talent given fair opportunity to shine and grow • Supporting the cause – WACL & Omniwomen Championing Women
CKS HA • Returning parents • Flexible working • Working parents Committee Championing Parents
CKS HA • Diversity training planned for 2016 • Maternity coaching • Personal & confidential support Championing Diversity
Michael Brunt CMO & MD, Circulation The Economist
THANKS tokenman.org @Token_Man
Reverting to type: The waning grip of a passing generation ”
This is broader than gender. The diversity debate is part of the battle for creativity ”
Convention and Institution no longer monopolise the access point to our industry
The value of the feminine is about to be nurtured in… the female
Corrective surgery for the company profile