Resources

Our Book

Unlocking Gender Potential: a leader’s handbook
(July 2010: by Hannah Piterman – hard back, approximately 210 pages)

Our White Papers

Unlocking the Potential of Women at Work: a Decade of Evidence

August, 2010: White Paper No. 1 by Karen Morley PhD.

August, 2010: White Paper No. 1 by Karen Morley PhD. This whitepaper summarises a decade of seminal research exploring gender beliefs and their impact on organisational practices and research identifying best organisational practice for unlocking the potential of women at work. It links the research to each survey statement in the Unlocking Potential Survey. The whitepaper is available in full to clients of Gender Worx

enquire about obtaining the white paper

Our Working Papers

Working Paper No. 1: The business case for diversity
(refers to numerous pieces of research that shows the link between greater diversity and an increase in productivity, performance and profitability. Also explains the importance of leaders communicating the business case)

Working Paper No. 2: Senior leadership commitment
(explains why the commitment from senior leaders and in particular from the CEO is so important to the achievement of good diversity outcomes)

Working Paper No. 3: Getting to grips with unconscious bias
(explains how unconscious bias impacts decisions relating to men and women in organisations, what unconscious bias actually is, how it works and what it takes to change it)

Working Paper No. 4: Collective intelligence: how women make the difference to performance
(new research shows that more than 40% of the performance gap between one group and another can be explained by Collective Intelligence.)

Working Paper No. 5: Flexible work arrangements: work life balance
(explains how flexible work arrangements tailored to the needs of the individuals work life balance needs can enhance the retention of top talent)

Working Paper No. 6: Flexible work arrangements: infrastructure support
(explains why its important that good infrastructure supports the flexible work arrangements of employees)

Working Paper No. 7: Flexible work arrangements: career advancement
(explains why flexible work arrangements are important for the career advancement and fundamental for achieving diversity goals)

Working Paper No. 8: Organisational fairness: senior positions
(this research reveals some of the factors that work against women in attaining senior positions and what are some of the actions that can be taken to achieve organisational fairmness)

Working Paper References
(refers to the many references included in Gender Worx’ Working Papers)

Our Brochures

Introducing Gender Worx
(highlights the business case for gender diversity and includes the Gender Worx approach, its Survey framework, gender diversity survey and consulting)

How to benefit from the ASX gender diversity guidelines
(identifies the benefits of adopting an evidence based approach to improving gender diversity, how Gender Worx can assist organisations set and gain buy-in to the achievement of measurable objectives and develop a realistic action plan to improve gender diversity)

Our Research

Gender Diversity: Why aren’t we getting it right?
(October, 2014: An exploration of potential gender bias at the very start of the employee life cycle: the way hiring decisions are made. This paper presents five key findings regarding unconscious gender bias in the recruitment process.) 

Gender Agenda: Unlocking the power of diversity in the boardroom
(based on the views of 849 directors who serve on 105 different Australian and New Zealand boards. It identifies five key findings that demonstrate the benefits of gender diverse boards (boards comprising at least 33% women)

Our Articles

The Australian Women’s Leadership Census 2012 – a synopsis
(14 December, 2012: The Australian Women’s Leadership Census 2012 reveals the current status of women’s leadership in top Australian companies)

Talents of women are being squandered
(28 September, 2010: Dr. Hannah Piterman’s opinion and analysis, The Age newspaper. In this article, Hannah calls for business leaders to treat the achievement of gender parity as a critical business imperative in the current highly dynamic global economic situation post the GFC. Hannah points to the growing research that correlates gender diversity at senior levels with improved financial performance)

Businesses behaving badly as sex stereotypes rule in a men’s workplace world, opinion and analysis
(18 March, 2008: Dr. Hannah Piterman’s opinion and analysis was published by The Age newspaper. In this article, Hannah discusses some of the reasons for the very low representation of women in senior leadership positions in organisations and calls for a fundamental review of the corporate leadership paradigm that rewards men and isolates women)

Effective leadership in organisations
(September, 2005: Dr. Hannah Piterman contributed to Leadership Today (2006) which was commissioned and published by the National Australia Bank. The paper looked at leadership in organisations, including the importance of effective leadership, creating a future, inspiring followers and knowing yourself)

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