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Gender Diversity In A World In Crisis

Leading up to COVID we were really beginning to gain momentum in Diversity and Inclusion; we were at the cusp of some really exciting progression.
We were seeing businesses start to take D&I seriously, and put plans in place to see gender diversity realised in their business.

However due to COVID and the economic impact that has flowed on as a result, we have seen stagnation in the once moving efforts for achieving gender equity. The research tells us that during an economic downturn, D&I is often the first thing to go.

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Research demonstrates that whilst men and women access professional development programs; progression to leadership roles often depends on sponsorship, which women have a hard time accessing.

- Galea, N., et al. 2016. Demolishing gender structures. UNSW. Sydney, UNSW.
Research tells us that a sponsorship program targeted at emerging women leaders and owned by senior management is a necessary strategy to overcome biases and systemic barriers to womens advancement.

- Hewlett SA., et al. 2010. The Sponsor Effect: Breaking through the last glass ceiling. Centre for Work-Life Policy.
Progressive companies recognise that creating a transparent, more equitable system of sponsorship boosts the company's ability to utlilse the whole talent pool.

- KPMG Women’s Leadership Study: Moving Women Forward in Leadership Roles, 2015.