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 Home : Developing a Workplace Program : Six Steps To a Workplace Program : Step 4 : Women in Management Tools Return to the previous submenu
1. What if commitment is low right now and you need a strategy to engage managers in the process?
 
Step 1: Collect baseline data and articular the business case for your organisation.
Step 2: Obtain agreement to conduct an initial briefing session or workshop (The gender benefit).
Step 3: Ask managers to conduct a Gender Interview with two women and two men in your organisation prior to attending the session with a view to understanding the current experiences of women and men in your organisation.
Step 4: Conduct The gender benefit workshop with a view to developing action plans for individual managers, the management team and for the organisation as a whole.
Step 5: Implement the outcomes, including on-going processes for individuals and for the management team.
Step 6: Introduce the analysis of gender issues into management team processes. This could include the analysis of gender gaps evident in organisational data, for example, the number of women in senior management. It may also include the analysis of case studies as a process to identify values and assumptions and an analysis of findings from the Gender Interview.
Step 7: Conduct focus groups with women and men separately and with women and men combined to understand better what the gender issues are in your organisation.
Step 8: Summarise and report the outcomes of the focus groups to managers at all levels (keeping names confidential).
Step 9: Implement the Five Factors strategy

2. What if you want to sustain management commitment and keep the momentum going?

  • Build into performance appraisal system.
  • Set individual goals and management team targets.
  • Introduce succession planing with a focus on outcomes for women.
  • Introduce a mentoring scheme.
  • Ensure that each manager introduces employment outcomes for women into day-to-day organisational systems and team meetings.

3. What if you want to obtain line management commitment?

  • Consult with line managers to identify their needs.
  • Provide them with support and coaching.

4. Have each manager decide on a set of Behaviours to Live By.

5. Measurement and Evaluation

Use the set of behaviours to live by to construct a survey to evaluate perspectives on management commitment at three levels:

  • Self evaluation;
  • Peer evaluation;
  • Employee evaluation.

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Women are significantly over-represented in low-paid, low-status work.
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