Viva Energy Australia’s Post

The 𝘊𝘩𝘢𝘮𝘱𝘪𝘰𝘯𝘴 𝘰𝘧 𝘊𝘩𝘢𝘯𝘨𝘦 𝘊𝘰𝘢𝘭𝘪𝘵𝘪𝘰𝘯 2024 𝘐𝘮𝘱𝘢𝘤𝘵 𝘙𝘦𝘱𝘰𝘳𝘵, now in its seventh year, shares the actions and progress of our 255 Member organisations towards our vision for inclusive gender equality across workplaces by 2030. 𝗧𝗵𝗲 𝗿𝗲𝗽𝗼𝗿𝘁 𝗶𝘀 𝘁𝗵𝗲 𝗹𝗮𝗿𝗴𝗲𝘀𝘁 𝘃𝗼𝗹𝘂𝗻𝘁𝗮𝗿𝘆 𝗱𝗶𝘀𝗰𝗹𝗼𝘀𝘂𝗿𝗲 𝗼𝗳 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗴𝗲𝗻𝗱𝗲𝗿 𝗲𝗾𝘂𝗮𝗹𝗶𝘁𝘆 𝗺𝗲𝗮𝘀𝘂𝗿𝗲𝘀 𝗴𝗹𝗼𝗯𝗮𝗹𝗹𝘆, 𝗵𝗶𝗴𝗵𝗹𝗶𝗴𝗵𝘁𝘀 𝗶𝗻𝗰𝗹𝘂𝗱𝗲: • Increasing women’s representation in leadership, moving closer to our 40:40:20 target. • Addressing gender pay gaps with transparency and targeted action. • Embedding cultures of respect, safety, and inclusion. • Building gender equality into everything we do through intentional design and decision-making. • Driving transformation in traditionally male-dominated industries like Sport, STEM, Health, Property, Energy, and Rail. While progress is significant, challenges remain, particularly in achieving equal representation in senior leadership and addressing entrenched systemic barriers. To our Members, Implementation Leaders and teams: thank you for your continued collaboration and investment in our work. Together we are accelerating change. 📥 Access the 2024 Impact Report here: https://lnkd.in/gMPn6H9Q #GenderEquality #InclusiveWorkplaces #BusinessResilience #ChampionsOfChangeCoalition #2024ImpactReport Annika Freyer Elizabeth Broderick Andrew Stevens James Fazzino Kristen Hilton Janet Menzies Andrew Colvin AO APM Kathryn J Fagg AO, FAICD Jenelle McMaster Christine Bennett Richard Deutsch Phil Rowland Fiza Farhan Dr Jess Murphy Jonathan Cartledge Julie Bissinella Onella C. Sarah Higgins Sandra Hu Cassie L. Coleen MacKinnon Donna Peek Lisa Pusey Maria Raines Caroline Tjoa Olivia Tsen Jarrod Tyerman Lisa Whiffen Rita Zonius🌟SCMP🌟  

Earlier this week Champions of Change Coalition released its seventh annual Impact Report, detailing the progress of 263 CEO and board-level leaders, and 255 Member organisations, in advancing inclusive gender equality in the workplace. Their annual Impact Report is the largest voluntary disclosure on key measures of workplace gender equality in the world. As a member, Cricket Australia contributes gender-based data to the Coalition report and is a strong advocate for systemic change. Increasing women’s representation in leadership to 40:40:20 by 2030 is within reach. Nick Hockley Jodie Newton Teal Gove Julie Bissinella Rita Zonius🌟SCMP🌟 Lisa Whiffen Annika Freyer Elizabeth Broderick Allison Robison

As the largest voluntary disclosure of gender equality measures worldwide, the Champions of Change Coalition 2024 Impact Report highlights the power of measurement, transparency, collaboration, and accountability in driving lasting change. 🔗 https://lnkd.in/gvyax6MG The report provides an opportunity to reflect on the progress made toward workplace gender equality—and to recognise the leadership across the Consult Australia Champions of Change Group in driving change within our sector with focus this year that included: ▪️ Preventing and addressing workplace sexual harassment: raising awareness of new positive duty obligations. ▪️Engaging managers in fostering respect: Supporting leaders to model inclusive behaviours. ▪️Promoting gender pay equity: Raising awareness through reporting and taking action to grow female leadership through sponsorship programs. ▪️Encouraging uptake of parental leave: expanding parental leave and supporting male uptake. ▪️Advancing inclusive design: supporting the 7 Switches for Inclusive Gender Equality by Design report, ensuring infrastructure projects embed inclusive policies from the start. ▪️Focusing on intersectionality: Supporting culturally and racially marginalised women, and seek a better understanding and focus on the challenges faced by diverse women at work. These efforts, alongside ongoing collaboration to develop tools like the Coalition’s Gender Equality Dashboard, demonstrate the power of collective action in addressing systemic barriers and building inclusive workplaces. Thank you all for your leadership and I look forward to working together to continue this work in 2025. Kerryn Coker, Arup; James Phillis, SMEC; Louise Adams, Aurecon; David Raftery GAICD, Arcadis; Eva Wood, Jacobs; Mark McManamny, AECOM; Will Wright, Douglas Partners Pty Ltd; Dean McIntyre, GHD; Ashok Sukumaran, Stantec; Barbara Crossley, Umwelt Environmental & Social Consultants; Kate Drews; Belinda Virant; Greg Kane, WSP; Coleen MacKinnon; Annika Freyer; Elizabeth Broderick; #ChampionsOfChange #GenderEquality #ConsultAustralia #InclusiveLeadership

In an industry as traditional as construction, we take pride in our team composition — we have both women and men equally represented both in our workforce and management. 🌟 Our Sustainability report shows that women are making up to 56% of our workforce, 60% of our leadership team, and 50% of our board. This balance fosters a company culture which has a rich diversity of thought and approaches to problem-solving and innovation. Gender equality is not self-evident even in the Nordic countries where Vieser is active. Corporate responsibility programs have an import role in building more inclusive work cultures. But no program can change attitudes, leadership is needed. Leaders have a genuine opportunity to shape the diverse mix of talents within their organizations. Hence a heartfelt thank you goes out to our CEO, Annika Jyllilä-Vertigans, for this inclusive culture. Her vision and relentless pursuit of finding the best talents open-minded have been instrumental in creating an environment where everyone can thrive. 🙌 Discover more about our initiatives here: https://lnkd.in/dVd7H9M9 📸 Here’s a snapshot from our recent team day in Helsinki earlier this year💗 #Vieserliving #ESG #CorporateResponsibility #CorporateEthics

Organisations often celebrate Women's Day with complementary gifts and feel-good campaigns. Though this is a positive way to celebrate women, it is only a starting point in the journey to creating a safe and equal world for women. With 'Inspire Inclusion' being the theme for International Women's Day this year, the opportunity for organisations to invest in creating inclusive spaces for conversation to take place within their workplaces is ever present. The gender pay gap is a major issue within workplaces that has been highlighted for many years. Though this issue is widely studied and reported on, it is far from resolved. Organisations opening the door to conversations around the conflicts and issues women face within their workplaces can help improve workplace environments and allow for more productive, high-performing teams with improved business outcomes. The "Thank You But-" Campaign reminds us all that there is more to Women’s Day than gifts and momentary celebration. This campaign is a reminder to take proactive action to accelerate gender equality. It aims to remind us all of the critical role that organisations have, to cultivate an environment where we can all advocate for gender equality and women’s empowerment in our personal and professional lives. #IWD24 #InspireInclusion #ThankYouBut #BeyondGifts #CreatingTransformativeSpaces #WomenThrive #SpacesForWomen #FromComfortToConversation #womaniko #womenempowerment #womenchangemakers #internationalwomensday #womensday #paygap #wagegap #genderwagegap #genderpaygap 

Join us next week at the AIRA Annual Conference for the Panel Session 🌟 Addressing the 'Social' Dimension of the Gender Pay Gap! 🌟 Register at https://lnkd.in/dsmSWsYs We are excited to present a crucial session that delves into the first year of gender pay gap reporting and its implications for Diversity and Inclusion (D&I). This panel will explore the available information and the investor perspective on the connection between D&I and corporate value. Key Highlights: - Dissecting the initial data on gender pay gap reporting - Exploring the investor perspective on D&I and value creation - Showcasing exemplary practices by companies in addressing gender pay disparities - Identifying areas needing enhancement - Gaining insights into successes and challenges faced in the first year of reporting Panellists: - Annika Freyer, Director and CEO, Champions of Change Coalition - Lucy Steed, GAICD, Chief Executive Officer, Melior Investment Management - Dr Terrance Fitzsimmons PhD MBA(Adv) BEc CA, Managing Director, Australian Gender Equality Council - Moderator: Pru Bennett, Partner, Sustainability Reporting and Disclosure, Brunswick Group Don't miss this opportunity to gain valuable insights and be part of the conversation on advancing gender equality in the workplace. Ian Matheson #AIRA2024 #GenderPayGap #DiversityAndInclusion #InvestorRelations #AIRAConference #CorporateValue #Sustainability #GenderEquality #ESG #IRChat #ListedEntities

Gender equality at the corporate level isn’t just a moral imperative, it’s sound business practice. Studies consistently demonstrate the connection between gender diversity in leadership and a company’s financial performance, innovation and decision-making. What should gender equality mean in practice? Is equality in representation, pay and opportunity enough? An inclusive workplace culture is vital, of course, and it’s important to have policies to ensure both men and women can successfully balance work and family responsibilities. But should companies go further? In my view, gender equality at corporate level also means understanding the issues that women face – things like gender-based violence, single-income households and family responsibilities – then digging deep to ensure the company provides support mechanisms that speak to these real-life challenges. It’s also important to be proactive and organised: collect and analyse data on pay gaps, representation and promotion rates; establish measurable targets to fix areas where there are disparities; develop formal programmes to connect women with mentors and allies; and hold leaders accountable for creating a diverse and inclusive workplace. Gender equality doesn’t happen by accident or because people think it’s a good idea. It takes careful planning and determined execution by every leader in the organisation. For even more inspiration, see this list of phenomenal firsts across the African continent: https://lnkd.in/dHjbG8W8 #InternationalWomensDay #KFCRecipeforGood #Diversity #Inclusion

🌟 Nurturing Gender Equality and Inclusivity 🌟 In a recent meeting, we explored vital aspects of gender dynamics within our team: 🚧 Overcoming Obstacles: Despite a lack of apparent gender discrimination, we acknowledged potential challenges for women, especially in inter-team interactions. Strategies discussed included assertive responses, male allyship, and exploring alternative leadership models. 💪 Leveraging Female Strengths: We recognized the unique strengths women bring, such as enhanced listening and reduced office politics, which benefit the entire team's collaboration and productivity. 💡 Promoting Inclusive Environments: We emphasized the importance of temporary measures like quotas and role models, with a long-term goal of returning to meritocracy to ensure fairness and equal opportunities. Let's champion equality and inclusivity to create a thriving workplace where everyone feels valued and respected. #GenderEquality #Inclusion #Diversity #WorkplaceCulture #WIFChallenge #BelfiusWIFC Roxane Van Lerberge Loïc Bouckaert Sarah Fialon Florence Renard Marie André DIDIER SIMAL Timothy Abraham Romane Snickers Catherine Dick Aude de Dorlodot Valentin Vandorpe Valérie Limpens

On International Women's Day, we celebrate the progress made towards gender equality and women's empowerment, acknowledging the tireless efforts that paved the way. However, the fight continues. In Australia and globally, women face ongoing challenges that demand unwavering commitment to dismantling barriers. Beyond the business case (e.g., 21% higher profitability for companies with gender-diverse executive teams, according to McKinsey & Company), at Emmet, our fundamental belief is that everyone deserves equal treatment and respect, regardless of gender, ethnicity, or any other factor. We recognise that diversity and inclusion are not just words but the cornerstones of our success. We actively cultivate a work environment where everyone feels valued, respected, and empowered to reach their full potential, ultimately leading to a thriving and inclusive workplace and client environment. #IWD2024 #genderequality #inspireinclusion

With International Women’s Day fast approaching, it’s important to remember that DEI is neither a tick box nor a nice to have, it really does require year round engagement and support from the top down. It's concerning to see that only 23% of women hold leadership positions in hospitality, despite 54% of entry-level roles being held by women in low-paid and low-skilled jobs. As thousands of people are leaving the sector, it's time for the industry to step up and do better. Netwomen™️ is taking action by partnering with leading hotels to create an inclusive culture at all levels, improving retention and elevating talent. This partnership will span over a 2-year period where they will be supported through strategic planning, implementation, monitoring, and review to move the needle on gender equality. If you want to gain the competitive edge, attract and retain the best talent, and contribute to a more equitable industry, please do get in touch with us today. 🌐 https://www.netwomen.co/ #RetainTalent #Retention #genderequality #iwd2024 #inspireinclusion