women will not thrive if organisations pretend they are men.
What enables women to succeed?
Women often need different types of motivators and conditions to succeed and thrive in a corporate environment: - Encouragement and Sponsorship
EY asks hard questions
Are theye overlooking promising candidates - both male and female - due to out-dated systems for identifying talent?
Are theye questioning enough how they define talent and what it looks like beyond their traditional paradigms of leadership?
Is self-promotion even a quality theye want in their leaders?
What role can successful women and men play in acting as the catalysts for women to consider all opportunities available to them?
Who are we believing in?
Why aren’t successful women sharing their insights with decision makers about what needs to be done to drive gender equity in the workplace?
Female appointments create role models, sustaining the momentum
To harness the productivity and innovation women are pouring into industry - to inspire and retain talented women - questoins must be asked of organisations.
What are the organisational values?
How are they articulated and communicated?
How are they put into practice?
Can organisations embed these values and principles so that they become a part of the culture and the DNA of an organisation?
Can EY define roles not only in terms of output but also in terms of its value to the organisation?
What can EY learn from others, not just in Australia, but across the world in terms of female engagement and development?
EY challenges assumptions about people who take career breaks, or move to part-time work - for whatever reason.
Do their careers really need to stall?
Do people feel they no longer add as much value as their full time colleagues?
Are outside achievements respected and valued as part of personal development – whether through having a baby or climbing a mountain?
Learn more about EY's focus on women in leadership.