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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