this conference will now be recorded excellent good afternoon everybody I
want to welcome and thank you for joining us for our just a second our
third and last webinar that has been focused on advancing gender equality as
I just mentioned now we’re going to be recording this webinar and a copy of the presentation will be available afterwards on our EHR si website they’re
going there is going to be a Q&A session after Jennifer’s presentation for 10 to 15 minutes based on how much time is
remaining after her presentation and during the webinar today we were we are going to ask you like we did the last
time to participate in a for polling questions though that was put into the
meeting invite with the the link to access the pole which is pol le v.com /e
h r c ma r IE so please make sure you
have this link ready when we are getting to the polling questions in order that you can participate so I just want to
give you a quick introduction of myself i am marie mold and I’m the manager of stakeholder engagement here at key HRC
we are delighted to do this today in partnership with Natural Resources Canada and to support the equal by dirty
campaign which is timely this week with being Women’s International Day on
Friday and with the equal by 30 campaign you’ll hear a little bit more from Kim
momentarily and so I will welcome Kim now Kim chomsky senior policy advisor in
the environment and energy policy division in our camp there everybody oh
I’m sorry Kim so the webinar future speaker today is jennifer Ladouceur
she’s the president and co-founder of women leadership nation some of you may
have participated in our last webinar where jennifer also did the presentation
but Jennifer’s topic today is going to cover what gets measured setting
yourself up for success from the beginning some information on systems and
processes for tracking results and finally celebrating wins and adjusting your strategy I also want to mention
that we are delighted to announce our partnership with women leadership nation and we’re very excited on working with
Jennifer and her team moving forward so let’s get started for anyone new in the
audience electricty Human Resources Canada is a national not-for-profit organization that addresses the human
resource and labor market challenges within the Canadian electricity sector our vision is to build a highly skilled
safety focused and diverse Canadian electricity workforce for now and the
future but while Canada has a strong and diverse energy supply unfortunately the
same cannot be said yet for our workforce as in many technical sectors women working in energy represent a much
smaller component of the workforce than they should and in many instances they continue to face barriers that limit
their advancement or indeed their desire to remain in the industry we at 80 HRC
have been working diligently over the last decade to support change and the leadership Accord was born out of that
work it provides a platform to create a culture of equality and inclusion throughout the workforce
it is a public commitment by employers labor and educational institutions to
promote the values of diversity equality and inclusion and increase the representation of women in particular in
the skilled trades and non-traditional positions we know that studies show that diverse teams in the workplace lead to
greater innovation a positive impact on an organization’s bottom line a slew of
recruitment and retention benefits an increased employee commitment however as
you can see on this slide the numbers tell a different story there are eight point six million women working in
Canada which make up about 48% of the comedian workforce but as you can see
only 25% of the workforce is in electricity and less than 5% in the
trades it is clear that we have more work to do so with that said I would like to now
hand it over to Kim Chomsky who will introduce the equal by 30 campaign over
you – Kim thank you very much sorry for
that delay sometimes it’s so hard to find the on switch once again I am the
campaign v4 equal by 30 campaign which is NR Cannes International principles based framework on moving the dial for
women in clean energy many of you have heard from me before today I wanted to
take an opportunity first to sort of talk about how this campaign can provide an international platform for Canadians
signatories of the leadership Accord and most especially in an event that is
quickly coming that is the clean energy ministerial which in kuva will be hosting at the end of May this
international framework equal by 30 is the product of collaboration between
Sweden and Canada it launched just one year ago and we have been working really
hard over this last year to sort of collect signatories from both public and private sector to sort of Commission
action in the areas of equal pay leadership and opportunity we’ve been
making great progress in part thanks to the collaboration that we have with EHR C and on that point I would just say
that it was incredibly important to us to be able to preserve existing domestic frameworks exactly the way that they
were and to allow signatories to the leadership Accord to come on to equal by 30 without facing additional reporting
burdens so we’ve worked with the HRC to create our work through that allows their signatories to report only to EA
to proceed we would consider that in full compliance with equal by 30 and I think that the advantage is those
organizations who are already doing great work on gender have already committed to a different framework get
to enjoy some international profile by virtue of equal by 30 and Canada’s leadership on the gender file in an
international space a major federal are you for us going back several years now my conversation today with you is
gonna be a little bit different because we are now in the end stages the planning for our major event if the
organization is thinking of coming on to equal by 30 now would be the time about three days ago we issued our call for
submissions this will be the first ever equal by 30 reports highlighting 10 to
15 signatories to really have a great story to tell this is not about reporting this is about signatories to
the campaign putting in their own words why this matters what we’d like to do is put together a really great compendium
of stories of personal insights of quotes that has been left very open the
only requirement is words I emerged a second after which we’ll take the ones
that tell the story the best and compile it into something that we’ll be handing out I think the energy ministerial so if
you’re on the fence great reason to participate right now we have a great sort of opportunity to present your best
your best foot forward the other thing I want to talk about very quickly is a
parallel exercise this is also related to the international body of work that and our can leads it is the inaugural
c3e award of distinction for both an individual and an organization
application deadline is coming up it’s the 15th this is a body of work we’ve
partnered again with a great Canadian organization women in renewable energy they have proven excellence in
delivering awards I can tell you that we’re very excited we would love Canadians to win this
award I encourage you to look into it nominate people that you know to nominate your own organization we would
love to present their first Awards to Canadians in Vancouver on stage women in
energy event but it is open internationally and so if you have networks perceive yourself are an
international company we encourage you equally to apply what we want is a real great roster of candidates the closing
date for that is 15 coming out very fast please have a look at the website please consider
nominating somebody or yourself and they look forward to sort of presenting that award in in Vancouver the first time
ever that an international award is given under this framework we’re delighted to be setting the precedent
and creating a program that will continue in future years so that’s all for me today tougher selves in the last
two outings I really encourage you all to take take great notes in the in the coming discussion these webinars have
been wonderful for us to connect with you please feel free to connect with me and thank you Marie for giving us this
platform today thank you very much Kim it’s been a pleasure now it gives me
great pleasure to introduce our speaker today jennifer Ladouceur who is the president and co-founder of women
leadership nation an organization committing to committed to closing the gender gap in creating unified
workplaces jennifer is a serial entrepreneur and has held senior leadership positions in the private
public and government sectors where she herself has faced many obstacles and
challenges jennifer has dedicated the past two years to investigating why the gender
gap is not closing and developing holistic solutions solutions that help
organizations attract develop engage and retain women leaders by creating more
unified workplaces welcome Jennifer and I am going to hand it over to you as
soon as I can change the presenter screen
there we go okay great thank you so much
this is really exciting I think the measurement adjusting celebrating is a
really really critical point in making progress and being successful so I’m
really excited about talking on the subject today for sure one two to really
provide first of all a high-level context as to where does measurement fit in a holistic solution and I think that
what we’re finding based on the last few years of doing research and reading lots of studies is that lots of organizations
are attempting to understand the gender gap they’re attempting to close it but a
lot of cases they’re doing one-off solutions they’re not they’re doing a workshop or they’re they’re trying to
put band-aids on specific problems versus actually approaching the problem
holistically or the opportunity holistically and really looking at the
entire organization and the fact that closing the gender gap is going to
require that the initiative be recognized that the top senior level
leadership side and that it actually expects your overall corporate culture
so this this illustration here just identifies 12 building blocks that that
we feel based on all of our research are required in solution for moving forward and what’s very interesting is that
measurement and evaluation celebration that that should not be an afterthought
it’s it really needs to be begin from the very beginning and is something that
is carried out and should be thought of at every single stage every single
building block here so it’s critical and it makes it your life easier at the end
of of the day when you’ve going through a whole year of launching initiatives and new activities to be able to capture
that information and I’ll go through that measurement but is particularly important in the awareness so really
building us so that would be a building block number two is once you’ve had the
senior leader saying yes we’re committed we’re excited we want to do this step two is really understanding where are
you today and in creating those that benchmark setting the goals number three
and then obviously 12 is is the formal assessment we’ve identified a four
phased approach to actually getting there there’s discovery the strategy and
launching a building phase and then measurement and again like I said having
I’ll go through my presentation just what we need to be thinking about at every space to make sure that you’re set
up for success in the discovery phase what you’re doing is you’re you’re
really looking from the beginning what is it that you want to include in the
benchmark in terms of where are you today that could be everything from how
many women do you have applying for your positions that you’re posting how many
women are making it into the first level and then making it to manager maybe
director senior leadership how many women do you have on the board what you
benchmark is really going to be what you measure so having that in mind is really
really important because at the end of the year when you’re looking a natori every six months or however frequently
you decide to do your measurement um you’re going to want to make sure that you’ve established a benchmark so that
you can see if progress is being made when you’re determining what you want to
benchmark and what you want to measure it’s also really important to think of the business case so you might have
let’s be realistic everybody knows that this is a good thing this is the right thing to do closing the gender gap
but you have those individuals under pressure you know may not be as
committed and you want to make sure that you’re building that financial build the business case as well because there’s a
lot of research that shows that organizations that are in it that are innovative and that are profitable
actually have an increased level of diversity so what are those measurements
that you could be in those benchmarks that you want to be setting at the beginning that can actually connect and
align to building a business case and showing at the end of the year on that you’ve not only progressed in closing
the gender gap but you also have increased profitability if increased employee engagement you’ve increased
levels of communication maybe you’ve also increased your public profile which
also had a direct impact in can be linked to increased client attraction
and retention so so those are some of the things you want to think about from the very beginning you want to be able
to uncover new opportunities as well and also find you know what is it that
you’re already measuring that could also be linked to in fine linkages to the gender gap and and diversity you want to
be open to new ideas and new approaches to not just what you measure but also
how you capture that information and this is where you know you your
employees and I know based on experience and many organizations as soon as you
say we’re going to be tracking more information they get a bit of a sigh or
they think it to themselves that oh my gosh I’m busy enough I don’t need to be tracking anything new and so you want to
be able to incorporate their involvement and their feedback as to what they
should be tracking so that it feels like it’s coming from them and and it is but
also feedback and advice as to how can you make how can you coorporate the tracking into everyday
life so that it’s not all-encompassing at the end of the year of oh my gosh
what what what did we do and not consider it a big chore but it’s actually been tracked and I’ll go into a
little more detail about that and also you want to consider tracking unity skills now there’s certain things that
are always hard to measure and those you know the soft skills and so you know
there’s some opportunities and I will go into it a little bit more but of what
are your what is your vision what’s your mission what are the key words and key key insights as to how you want to
define what unity looks like for you in your organization and one example might
be unity is as a skill is empathy so an organization that is unified and
diverse is very empathetic and so breaking and looking at what – what is
that behavior and how do we track that in and can some of these metrics also be
included in performance reviews so that we’re also tracking it at that level and
again for organizations that are just getting into it you don’t want it to be too cumbersome you know even if you’re
tracking less in the beginning and you increase it later that’s always a good thing as well so we have our first
survey question getting started and the question is what percentage of your
organization’s senior managers do you think could give a specific example of a
gender equality business benefit relevant to their work and I’m going to
we have the live results if everybody can log in and an answer if it’s 75
percent more about 50 percent more at 25 percent or hardly any we’ll be able to
see the live results coming in
we do you see from your side I’ll have
to check just a second thought
there okay that’s not me maybe we can
play with that and then do you want me to come back to these questions yeah okay sure okay okay so the other section
is measurement recognition so again this is what we’re gonna be really getting into is what gets measured gets managed
and that’s that’s a common phrase and it’s very true if you know to be
successful you need to have the senior leaders committed and you need to know
that people your feet are going to be held to the fire to actually produce into to to move initiatives forward so
you know what what you choose to measure should be linked to your vision your
unity strategy your all sort of on my school really unlock so that you’re able
to knock some of the success stories that are coming from your organization
so so what should be measured it’s very important like I said to set up the
magic metrics right from the very beginning you don’t want to listen list
too many and make it too difficult to track you don’t want it to become
something that’s really cumbersome from the beginning you also don’t want too
few if you have too few metrics you’re not able to to really analyze was was it
were we successful and where do we need to make changes you want to involve the
key stakeholders in determining what’s really important for your progress I
suggest maybe even have a couple of focus groups or workshops internally
where you’re listing out and coming up with ideas first of all what are you
already measuring that won’t require any additional work that could be linked to this and then
what is it that you should be measuring that going forward you want to gain
insight and ideas from all levels across the entire organization from every level
even you know from and every committee every department as well I think that by
having that you’re able to engage them and they see that their role and they
see their importance and it’s incredible everybody has a different perspective
and different experience and to be able to pull that and you really do get to
see the full culture you get to be able to to really understand the organization and the other thing is not to put too
much pressure I think what’s incredible about each HRC’s Accord is that you’re
measuring yourself against yourself and so I think that’s a really great
consideration especially if you’re just getting started that um senior managers
may our senior leaders may be a little hesitant to if they know they have to
measure against say their competitors or other organizations and this is just
something that they’re getting started with it might be overwhelming measure it
against yourself and and really look at what can you achieve especially if
you’re getting started you know three major things in a year and and start to gain progress from there some of the
things that individuals might want to measure and certainly you can get a lot
of ideas from the Accord and the incredible package that they’ve the
review process that they’ve put together but some of them might be simple as what are the new initiatives how many how
many new mentorship connections hopefully need across the organization
have you won any awards are there more women applying for positions so it
really depends on what you what’s important to you by signing the AHRC of
court you gain access to a guided review process a self-assessment tool the
Accord prompts organizations to implement strategic human resource policies and plans focused on
recognition and validation of the personal skills of individuals regardless of gender the review also
allows organizations to identify the people resources needed to move forward
with each priority so that’s really important I mean you could you could set
all sorts of goals but really not at the end of the day you know it will be difficult to gain the access and
resources for those and that’s not helpful you want to be able to show
success from the beginning which will also for the previous years hopefully
allow you to access more resources to help you to continue to grow
organizations may use is tools differently depending on the time and resources available to conduct the
assessment and what they’ve done a great job doing is really breaking it down
into three key areas of policy and governance practices education and
workplace readiness and recruitment and retention practices so again if you if
you’re this is something that’s new to you it really provides you with a great framework so we do have another would
you like me to try this one yeah I’m from what I understand they were able to see it on the screen do you want to just
go back to the first one and see if we see the results because I did lock them there we go yeah Wow let’s see it’s 50
percent 70 percent or more so that’s great so I think if you go to the next
one it should be okay perfect okay so this next survey question is
does your organization regularly measure its progress on gender diversity so this
would be really interesting so yes and results are why they communicated yes but communication is very limited
maybe but I never hear about it and no it’s not on the radar so if you want to
put in your opinion here this survey question is excellent because it really
brings up the point of communication if you do it and nobody hears about it it’s
almost like you didn’t do it so oh that’s very interesting so it looks like
communication is definitely required more communication that’s an interesting
split mm-hmm yeah right okay are you
able to lock the results for me don’t know okay I’ll do it
okay so in terms of scoring so once
you’ve established and again this is guidelines from the review process but
how how HRC does it is that they allow you to again compare against yourself in
terms of the progress that you’ve made and they really simplified the scoring scale again if you already have a
strategic plan in place at your organization you may want to I think
closing the gender that should be included in that and that you know
you’re scoring might be completely different in aligned with your strategy however it’s graded but um this is
really clear and simple in the great great place that started number zero is no action is taken and that’s not a bad
thing to get a zero to begin with because that means it’s something that you really need to do and
you could show some results in commitment so the entry level the
organizations that have recently started the progress achievement excellence and
not applicable so so this is really a very simplified approach and again the
amount of the measurement I continue in terms of timing is completely up to you in the organization I suggest that if
there’s things that you’re already reporting on that you align it with that so and I also believe that the one thing
that you should be doing is reporting consistently so in terms of if you have
for example departments have monthly management meetings make that a standing
item of discussion but is always on there so that each month you’re you’re
actually reporting on and you don’t forget certain things that have happened and you keep a running total so that at
the end of a six month or a one-year period you’re you’re able to recall
everything that that’s happened some of the examples of the metrics pulled from
HRC is you can commitment to ongoing improvement in the workplace policies
practices operating procedures another one is our organization’s help to devote
women’s resilience to thrive within the sector or workplace initiatives or our
organization works to promote occupations in a way that attracts more women but you know it’s a great starting
point and then you can think of and create any other metrics that you feel
make sense this is an example of some of
the unity skills these are the twelfth of we ought women research nation came up with that we were able to attach
habits and behaviors to but you can create your own and you can really tie
it to how do you want and how do you feel that your organization should behave in or our
habits make sense in terms of driving the organization further towards
becoming unified so you know in your decision-making for example you know if
you’re you you’re around the table and you recognize that it’s not as diverse
as you’d like well are you coming to the right decision should there be are there certain committees and we’re
gonna end initiatives in your organization that aren’t as diversified
and diversified in terms of women but also diversified in types of experience
and thought processes and you know organizations really really can become a
lot more innovative by being able to pull all of those components so tracking
systems and processes again you don’t want it to feel like it’s too cumbersome
and I think there’s some ways of being able to do that by really strategizing
from the very beginning first of all you need to prioritize what you’re going to be reporting and maintain consistency
throughout so really going to again what is it you’re already tracking that
actually can be completely aligned and maybe just adding a couple components to
it or you know are there are there certain things that are absolute
priority and you can maybe drop a few others again you don’t want it to be too
overwhelming the ongoing tracking and I talked about that but creating habits
and opportunities – like I said in the manager’s meeting for example sorry
about that the manager’s meeting for example you know having a standing item where you
are always prompted to remember what
happened and you can write that down having having technology and then you said it’s
the last one but really using technology to be able to track it so it can be as
simple as having an excel file or a word document that is created with a month
and so you know you something happens for example you wouldn’t award or that
there’s a major breakthrough that because there is diversity thought that
you were able to come up with the new solution where before there was more conflict and and you weren’t making
progress that’s just one example maybe you maybe you know you were able to hire
more women or maybe you were able to promote and create new opportunities so
you’re tracking all of that as you go and I think it makes it a lot easier and
there’s some technology that can help you you might already have technology in
place that creates some attracts your results for your overall strategy so I would look to that as well
one technology the used before it is called clearpoint strategy and it really
helps you create balanced scorecards and and it’s a tracking system but being
very honest it’s you know you can really just create your own templates to start
with and and have that shared assessing
the culture you know learning to recognize and record some of the antidotal activities that you know that
are happening I think that’s really important as well and I think by having it top of mind regularly where you know
at the end of each month you have to submit you know just the preliminary findings of things that are happening is really
important and you can maybe one one example of that might be that yeah we
found that there are certain individuals in the organization that perhaps were kept to themselves a little bit more but
they they felt more comfortable to be to open up and to talk and to discuss and to come up with I share
ideas and things so about my TV one or that you that you were able to form new
partnerships across the organization and also maybe with some major suppliers and
other partners um storytelling is really important and
starting to think of some case studies as to how you were able to maybe even
get you know a lot of organizations have silos and their departments in because
of this initiative you were able to get departments speaking more to one another
that could be one example and making connections and linkages with an open
mind and what I mean by that is that these initiatives that you’re putting in
place to close a gender gap might actually have even broader opportunities
and connections where you were able to again come up with completely new ideas
for maybe a problem that you’ve been facing in terms of a product or an
opportunity trying to stretch and make those connections throughout the year is
going to be really really important to you because we have another survey
question so this one looks at the
overall overall on advancing gender equality how does your organization
industry or profession compared to the two five years ago so have we made good
progress slow and steady progress no progress that I can see exciting I don’t
know nobody talks about it so if you want to provide your your
feedback on that
we’re starting to see some go slow and
steady well at least there’s progress being me that’s good oh that’s good
that’s a good sign good progress and slow and steady and I think I think
that’s excellent you know this is not a quick fix it’s excellent to see 30% and
is making great progress I mean the fact that you’re on the call I think that’s that’s progress there too it shows that
it’s top of mind which is really important that’s great so what we really
want to do is unlock the potential in the organization and your employees and
and everybody connected to it so you know when you’re reviewing the results
it should not look upon as another chore or that it’s oh my gosh I’m going to be
I hope they’re good because if we’re going to be you know under fire they’re
not it’s the reviewing the results is really provides huge opportunities for
growth so you want to make sure that it’s first of all supported by senior
leaders that they feel that it’s important enough that in fact you stay
on time and and commit to reporting and again one of the tactics for that is
aligning and making sure that you’re aligned with when you report on your overall corporate strategy because this
really needs to be incorporated within it you really need to take a look at your world corporate strategy that
already exists and see where where you can fit this into it
you want to make sure that even if you’re just getting started that it’s
not seen as you didn’t make enough progress any progresses it’s really great and you want to be able to have
courageous conversations around it as well um in terms of you know creating a
safe environment where you can really speak openly and honestly about the
period of time that’s just passed so though it could be that yes we have great intentions we wanted to to launch
this initiative but we were actually surprised that it wasn’t embraced as
well as it should be or that if being honest about what worked and what didn’t
work and being able to to really deal with the current situation will actually
move you forward there’s opportunities to learn and grow from the successes
that you’ve achieved and also from the failures so you know certain things that
were embraced as much might be just because of timing it might have been that you launched an initiative but
there’s you know it it was at a time when on say for example I’m looking at
the accounting for accounting profession right now and working with them and you
know it’s they’re coming up to their silly season as they call it and so they’re just overwhelmed with so you
know work so now so at the time necessarily to be really focusing in on
on certain new initiatives but you know maybe there’s a better time where maybe there’s Deborah different approaches and
new tools and techniques for being able to implement things so you know being
very honest and open and and like in innovation you you actually learn as
much for your failures as you use as your successes so being able to embrace that and being able to again listen to
everyone across the organization is really important that all levels creating that because everyone equally
has has valuable insight into the organization celebrating your successes
I think you need to celebrate the big ones as much as you celebrate the little
wins as well because each each win is gonna move you forward and you you really need to you
know there’s typically in organizations there’s there’s typically a group of individuals that are always involved and
always come up with ideas and and really challenging yourself to to look at new
individuals and new groups of people that maybe you don’t care from as frequently encouraging them to be
engaged and encouraging them to share with share some of their their small wins and allowing them and encouraging
them to see from their perspective how what they do helps to close the gender gap and create more unified workplace
overall again across all of the organization and in terms of financial
and resources to be able to take on new initiatives why not leverage existing
events or existing initiatives to be able to celebrate successes so if there’s already something that you do
regularly annually that is already existing it might be an all-stock Town
Hall that always happens or it might be
an activity maybe a fundraising activity that you do in the summer
aligning it was something that already exists will reduce your cost but also
increase the awareness so you’re able to leverage that event and be able to
announce certain results and and that you’re deeply committed and just always
making it top of mind and constantly communicating as well as communicating
successes over social media and Trinette for those that have one as well
as postings for those that don’t that don’t necessarily they’re individuals
that work maybe outside and don’t have access to computers as much as those
working in the office all the time being able to to send out postcards of you
know quick wins and and getting them excited about it and making sure that they’re receiving communication as well
you need to really step into the shoes of your employees and understand from
all the different perspectives how best to communicate with them and so that
they’re really getting the message you need to be able to adjust your strategy as well again I mean learn from the
failures and the challenges you need to be completely open to changing your
strategy it’s a living document and just like with your corporate strategy and
you need to be able to assess there might be situations that are happening
that are beyond your control that will influence certain things so you need to
be able to modify and adjust it as you go and that’s again why it’s so important that you choose the right
things to measure so that you’re able to have the the right knowledge and insight to be able to make adjustments and
understand how you need to be adjusting it assessing new opportunities as well
that come up based on some of the initiatives that might create new
strategies that you’re gonna really focus in on and and also continuously
learning from best practices and those best practices don’t necessarily have to be just from the electricity industry
your specific industry you can actually also go to completely different
industries this is where the diversity of thought is incredible and you could
say wow they’re you know this industry is having they’ve tried this approach
and what would that look like for our industry how how could we apply that because it looks
like they’re getting a lot of success from it and encouraging the sharing of best practices which is excellent in
terms of best practices that we’ve been able to to get from the HRC some of the
things that that they’re seeing which which is incredible in the electricity
industry is a few ones one is starting with attracting women actively through
public panel presentations or forums to speak to the breadth of the careers
available for women as well as engaging with organizations colleges universities
to promote women and technology so that’s a that’s a huge one and making
sure you get you’re getting that pipeline so they’re seeing a lot of results in delivering that strategy and
considering the diversity of the interview panels and I was speaking with an organization in Calgary last week and
one of the things that they’ve done that made a big difference is also looking at the job descriptions and how do you
write the job descriptions so that you’re getting you’re attracting the best candidate possible and is there are
there ways of writing them so that you were you’re not excluding certain
individuals from wanting to apply at the end of the day you have to look at what
are just specific skills so it can be as simple as that they’re seeing some results in that as well
insuring at least one female interviewer is on all educational program intake
panels as well as striving to ensure at least two qualified women are shortlisted for each position and
promoting diverse leadership teams having women make up 10% to 30% of the
organization’s board of directors and senior leadership teams and providing
female to staff with development opportunities so it’s sponsorships or mentorships and
sharing successful success stories and video is also
Rate Mechanism for for doing that and i think that organizations are are seeing
results with that as well it’s you know especially with a social media people
are less likely to read lots of coffee but they can quickly feel the emotion
and I get energized by watching a short video and and really feel proud of the
organization they work and when they cease to be success stories I mean painting momentum it’s easy to
get started in many cases and and it’s easy to get people really excited the
the first you know something new and shiny but maintaining that momentum can be challenging and so you need to think
about that from the beginning and really start to come up with some strategies
for maintaining that and again being able to share some of the successes
regularly at a monthly level for example or communicating that or or relaunching
certain things that maybe you already had a mentorship program in place but
now that you’re doing this major initiative relaunching it and raising attention is really important to
ensuring that individuals maintain enthusiasm and excitement for the
initiative and again piggybacking off of existing events and making sure that you’re talking about every opportunity
that you have employees realize that this isn’t just a face that that is
actually deep going to be ongoing deeply entrenched in your organization in the
world that’s so reliant on technology I think nothing beats face-to-face
meetings and networking I’ve I feel that organizations that are going to be
successful in creating increased collaboration is that you need to have
more one-on-one face-to-face interactions and I think in terms of developing your
strategy you need to be able to to include that and I feel that also
organizations will identify some some quick wins and some successes easier by
having a having a conversation if it was for example just an email that was sent
to say these things happened and here’s our successes versus having a conversations and maybe exploring like
while you’re talking your trigger you it triggers your mind that oh that’s right
yeah this this happened in I think it might be connected so you need to be able to encourage more of that
relationship building in and having one-on-one conversations rather so I
just wanted to mention one more time that really especially if you haven’t gotten started really signing the Accord
and using their amazing framework to really getting started and tracking and
again assessing yourself against yourself is an incredible way to get
started and to be able to to measure your your progress so we have our final
question somebody some people have
already added it in which is amazing so was one word that describes your
reaction when you hear about step forward for gender diversity anywhere so
it’s awesome that is awesome I love that they jumped ahead and
started answering the play easy enthusiastic that’s great so this is this is great I mean it’s
it’s amazing to see that there is this is not going away and particularly as
people see the value that it has to businesses in terms of the growth
sustainability competitive advantage this is really really important so
it’s amazing to see that excellent so
that was um that’s a high-level overview of what I
feel in terms of the the measurement and adjustment I believe that again I guess
I would end on just saying that it’s really important that again that you
think about this from the beginning it’s always harder to do it after the fact
and the previous years you know take a look at what’s worked for you in terms
of measurement and don’t be afraid of making adjustments to it as well because the last thing you want is organizations
to feel like it’s a chore and too much of a chore that they don’t end up tracking and we need to associate it
with value and and try and make it as seamless as possible awesome thank you
so much Jennifer I’m actually now going to bring up our presentation here and
bring it right over to let me see the Q&A all right
and what I really liked about your your presentation today was obviously you
know data can reveal so much information so I thought the fact that you said that
it should not be an afterthought and the fact that it should be included in every
step of the process so I really really did enjoy that so thank you for that and
what I want to do now is open it up to questions so you can either send your
question over the chat line or if you want to get on the speaker please go
right ahead
okay I don’t see any questions coming in right away did you have any questions
okay well in respecting the time I’m just going to finish it up for today so
if you wanted to learn more about our leadership record or anything to do with electricity HR you can go to our website
at electricity HR CA and as well the equal by 30 which is that equal by 30
dot org Kim did you want to say any lasting thoughts before I finish up will
desire with being leaders on the spread
we do have room to grow there their response program to be made it is to our
view part of our job to keep momentum
going it is longer again until such
point is we don’t have to come back to it anymore okay thank you
so I want to say thank you to Kim and to Jennifer today and to everybody that participated I hope that you found this
to be a valuable session today and if you have any questions please don’t hesitate to contest or directly and with
that says enjoy the rest of your day thank you everybody
you