GENDER EQUITY What will it take to be the best?
1. Current state of play 2. Ra3onale behind the project
3. Overview of the phase 1 findings 4. Interven3on plan from Jan 2015
5. Ques3ons…
Overview
Do we have an equity issue in sport?
Media Watch, ABC August 4, 2014
Do we have an equity issue in sport?
Media Watch, ABC August 4, 2014
‘Women into Leadership
in Elite Sport’
We believe diversity adds richness at every level of the business.
We believe we should invite it in, nurture it and provide a working environment where all of our people feel valued and safe.
Diversity
• It’s simply good for business and we operate in a compeDDve industry
-‐ Increases talent pool and aMracts the best employees -‐ Staff reten3on – reduces the cost of staff turnover -‐ Diversity of thought drives holis3c decision making -‐ Increases market access
-‐ Brand and reputa3on
Why does gender equity maEer?
Percentage Male
Members
Percentage Female
Members 41.1%
A B C D E F G H I J K L M N O P Q R Industry Average
Unknown
Definition: ● Percentage of total members who are female (includes AFL members with Club upgrades, excludes unknown)
1.1% 0.8% 1.2% 1.4% 0.6% 1.5% 2.5% 5.1% 1.0% 0.1% 6.8% 0.8% 5.4% 3.1% 0.2% 0.2% 1.7% 2.6% 1.4%
58.9% 60.5% 60.6% 61.9% 62.6% 63.0% 63.4% 64.6% 65.1% 65.6% 65.6% 66.1% 66.6% 67.0% 67.9% 68.0% 68.4% 68.9% 64.8%
39.5% 39.4% 38.1% 37.4% 37.0% 36.6% 35.4% 34.9% 34.4% 34.4% 35.2% 33.9% 33.4% 33.0% 32.1% 32.0% 31.6% 31.1%
Gender demographics
“Gender equity is integral to culture and we want our culture to be our most significant compeDDve
advantage.”
Why does gender equality maEer?
THE CURRENT STATE…
• 32% of our database and members are female
• We have set ourselves a target of 50% in 10 years
Richmond Football Club
THE CURRENT STATE…
• 37% of our employees are female…
Richmond Football Club
THE CURRENT STATE…
• 24% of people manager roles are held by females…
Richmond Football Club
THE CURRENT STATE…
• 29% of our execu3ve team are female…
Richmond Football Club
THE CURRENT STATE…
• 29% of our Board posi3ons are held by females…
Richmond Football Club
• We developed a female engagement strategy of which this gender equity research project was a key element.
• The purpose was to idenDfy what the barriers are to geUng high quality women onto boards and into leadership roles at an elite spor3ng club.
Project overview
• Longitudinal across 3 phases:
Project overview
PHASE 1 (2014) In-‐depth interviews with almost 60 par3cipants
PHASE 3 (2016) Final report
PHASE 2 (2015-‐2016) Execu3on of Club interven3ons
• Less of the overt “boys club” vs exclusionary power dynamics
• Men cauDous and experiencing challenge with shi[ing from awareness to inten3on to respect and include women
• Maintenance of the status quo with seasonal demands that demonstrate loyalty and commitment – fiUng in vs acceptance
• Incremental biases buried in deeper stereotypes and capabili3es
Phase 1 findings
IS IT POSSIBLE TO HOLD YOUR IDENTITY AS A WOMEN AND TRULY BELONG IN FOOTBALL?
Phase 1 findings
Phase 2 our intervenDon plan
QuesDons?
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