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Empowering women in advertising – ‘SheSays’ launches awards

SheSays-Jane-Steph-Kara image www.goodgirlsgo.com6

Global networking group SheSays is launching a new awards program in Australia to recognise the best female talent in the advertising industry.

The SheSays Awards are open from now until 13 October aimed at women across Australia. They will be judged by a panel of male and female industry figures including Isobar CEO Konrad Spilva, Venus founder Bec Brideson, Isobar creative director Carmela Soares, Reactive creative director Prue Jones and BWM creative directors Jon Foye, Denny Handlin and Amy Hollier.

Other judges include Hardhat Digital creative director Beth Walsh, MASS founder Tim Kotsiakos and Charles Grenfell group creative director Emma Hill, and AdNews editor Rosie Baker.

SheSays Melbourne director Kara Jenkins says the awards aim to challenge and inspire women in the industry.

“Through the SheSays Awards we want to empower women in the creative marketing industries to be more confident and therefore more ambitious,” Jenkins says.

“We’re challenging women to think about their current position in the industry, and where they want it to be in the future. We’re publicly recognising the future and current female leaders who we hope will be role models for all women within the industry to aspire to.”

The inaugural awards have three categories including an Industry Award which recognises a female creative that has shown to have played a key role in producing an idea which has no limits.

One is a Woman of the Year Award which recognises a woman who has made an outstanding contribution to the creative industries.

To shine a light on the next generation of creative women, the program also includes a Student Award for a female creative or creative team (which includes at least one female) who produces an idea in response to a student brief, which involves creating a campaign for SheSays.

Melbourne’s RMIT University has partnered with SheSays for the Student Award, providing a venue for the awards night and exhibiting student work.

Winners will receive an awards trophy and a hand crafted necklace created especially for SheSays by London-based jewellery designer Clarice Rice Thomas.

In addition, the winner of the Student Award will be offered a two-week placement at Isobar.

Spilva says Isobar is excited to be part of the first awards program.

“We’ve been a supporter of SheSays since it’s launch in Melbourne and we’re excited to be one of the official partners of the upcoming SheSays Awards,” Spilva says. “These awards can make a genuine difference through encouraging women in our industry to share their great work.”

The Award Night will be held in Melbourne on Thursday 17 November from 6pm, with tickets on sale closer to the event.

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Henry Sapiecha

HSC Results 2015: Girls outperform boys in traditionally male subjects

HSC 2015: Top of the state

Students from 81 public and independent schools have shared the honours at the HSC First in Course awards.

Grace Parker was sick of her family car breaking down – so she took matters into her own hands and enrolled in automotive studies as part of her HSC.

Self-confessed city girl Mala Rigby’s love of animals drew her to agriculture and Claudia Nielsen, a rising hockey star who hopes for a career in science, was attracted to the practical side of primary industries

Sophia Henning, Caitlin Semsarian and Pola Cohen topped the three history coursesm image www.goodgirlsgo.com

Sophia Henning, Caitlin Semsarian and Pola Cohen topped the three history courses. Photo: Janie Barrett

The trio helped girls increase their reign over boys in this year’s HSC results, with females blitzing subjects traditionally dominated by males as well as making a clean sweep of the history and English courses.

At the prestigious First in Course ceremony on Tuesday, 82 girls, including Grace, Mala and Claudia, and 34 boys were recognised for topping the state in at least one of their subjects.

This year, 116 students from 81 schools received First in Course awards, including six students who topped two courses.

Sophia Henning, from Presbyterian Ladies’ College Sydney, was first in ancient history, while Pola Cohen, from Sydney Girls’ High, topped history extension and Caitlin Semsarian, from St George Girls High, came first in modern history.

Girls from Cherrybrook Technology High, St Francis De Sales Regional College, North Sydney Girls and Northern Beaches Secondary College Freshwater Senior Campus topped the five English courses.

“Yet again, the girls have well and truly outperformed the boys, it is about a 70/30 split in terms of girls who have topped courses as opposed to boys,” said NSW Education Minister Adrian Piccoli.

“Girls have done very well in languages, as they have done over the past years, and we have girls topping what would be historically, but fortunately no longer, male-dominated courses including subjects like agriculture.”

The president of the NSW Board of Studies, Tom Alegounarias, said boys were still strong performers in maths and science.

“I can say that broadly in STEM males still dominate, but the gap is closing and the margin is one now that you cannot say there is a subject that is inherently better suited to females or males,” Mr Alegounarias said

The top students recognised on Tuesday will be joined by about 70,000 students who will receive their HSC results online or via SMS from 6am on Wednesday. The Australian Tertiary Admission Rank (ATAR) is released on Thursday at 9am.

Mala, 18, from Pymble Ladies’ College, fell in love with agriculture after spending some time working on her north shore school’s small farming plot.

“As a Sydney girl, studying agriculture really made me see the skill involved and showed me just how important agriculture is,” Mala said.

For Claudia, the top student in primary industries, the subject is a family affair. Her dad, Geoff, was her primary industries teacher at Calrossy Anglican School in Tamworth while her mother, Bronwyn, was her agriculture teacher at the school.

A talented hockey player, Claudia, 18, hopes to spend next year at the Australian Institute of Sport before studying science at the University of Western Australia the following year.

Grace, who already has an offer to study international studies at Wollongong University, said she would love to continue her passion for repairing cars.

“I’d love to be a mechanic, I see so many females get ripped off by mechanics because the men think they don’t know what they are talking about,” Grace, 18, from Dubbo, said. “If females knew what mechanics were up to, it would be a whole different game.

“It’s not about a woman’s revolution, it’s about giving women the same opportunities.”

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Henry Sapiecha

Science Week: UNSW moves to strengthen women’s role in science.Read more for video.

Here’s a paradox. How does science move beyond the gender stereotypes holding women back even as it celebrates the particular qualities they bring to scientific endeavour?

As National Science Week started, it was such matters that some of Australia’s finest minds pondered at a University of NSW symposium celebrating women’s leadership in science.

 

 

scientists (from left) Professor Veena Sahajwalla, Dr Rebecca Johnson, Professor Emma Johnston and Professor Angela Moles. image www.goodgirlsgo.com

Stereotype-busting scientists (from left) Professor Veena Sahajwalla, Dr Rebecca Johnson, Professor Emma Johnston and Professor Angela Moles. Photo: Brendan Esposito

“There is a paradox,” Professor Emma Johnston said. Professor Johnston is head of the applied marine and estuarine ecology lab at UNSW and runs the Sydney Harbour Research Program at the Sydney Institute of Marine Science.

“On the one hand we want to let more women into the system and we know that we need to change the system for that to happen. On the other hand we want the system itself to be accepting of women who are not necessarily ‘super high caring’. We want them to be able to succeed in science as well.

“So it’s about increasing diversity. We don’t want to constrain everybody to work within the stereotypes that already exist.”

Scientists pondered the question of gender stereotypes at a symposium supporting more women achieving in science image www.goodgirlsgo.com

Scientists pondered the question of gender stereotypes at a symposium supporting more women achieving in science. Photo: Brendan Esposito

More than 200 women and men gathered on Friday at UNSW to celebrate women’s leadership in science. As well as an abundance of people who simply loved their jobs, the overwhelming theme was about supporting more women achieving in science.

A look at the figures is sobering.

More than 50 per cent of science PhDs and early career graduates are women. Yet, according to the Office of the Chief Scientist, only 17 per cent of senior science academics in Australian universities and research institutes are women.

Louise McSorley, acting head of the Workplace Gender Equality Agency, told the conference that there is a 26 per cent pay gap between men and women in the sciences. And while women make up 61.4 per cent of science employment, just 27.6 per cent of key management jobs are held by women.

UNSW’s Professor Johnston said that alongside broader social pressures, “these add up to cause real bottle necks in the system. We have a very low number of women in higher levels of academia.”

Professor Angela Moles, head of the Big Ecology Lab at UNSW, said: “If you don’t have women [involved in science] then you’re really wasting a lot of amazing talent.”

The call for diversity is backed by Dr Rebecca Johnson, director of the Australian Museum Research Institute. She said: “An ecosystem is nothing without its diversity, and the same could be applied to science.”

Gender disparity in the natural and physical sciences at the higher academic levels (B to E) chart image www.goodgirlsgo.com

Gender disparity in the natural and physical sciences at the higher academic levels (B to E). Photo: Higher Education Research Data Collection 2012, Department of Education

UNSW Scientia Professor Veena Sahajwalla agreed. She said: “Women bring along a whole diversity of thinking – that lateral ability to bring across a whole range of ideas.”

Professor Johnston said that by including more women in science “you’re tapping into a different set of cultural values and different ways of working that can be beneficial. We know that diversity in the workplace actually increases productivity: it increases the rate at which problems get solved and science is all about solving problems.”

​So how can the current situation change?

Professor Moles said that a cultural shift in the roles of fathers “would have benefits for women, for men and for children”. “I’d like to see dads get more involved” in parenting.

She said it’s also about having role models: “It’s important that the women coming up through the ranks have good, positive role models.”

Professor Johnston agrees: “Unless you can see someone in front of you that you can identify with … you lose confidence, you lose the willingness to try. So if we don’t have women in science in leadership positions as role models, we won’t get the next generation of women through.”

And it seems there are changes afoot.

At the symposium UNSW Vice-Chancellor Ian Jacobs announced that his university had set itself the goal of appointing 100 female professors over the next 10 years. He also committed the university to involvement in the pilot Athena SWAN Charter program to promote women in science leadership roles.

This month the Australian Academy of Science is launching a two-year pilot involving up to 20 Australian universities, research institutes and government science organisations based on the British program, launched in 2005. The pilot will be overseen by the Science in Australia Gender Equity initiative, SAGE.

The program will require participants to collect, analyse and present data on gender equity policies and practices in science, technology, engineering and mathematics departments. Participants will also need to identify gaps and opportunities for improvement.

Those involved in the pilot will work towards an Athena SWAN Award at the Institutional Bronze level, which is a mandatory requirement for future Silver and Gold awards at the institutional and departmental levels.

In Britain, medical research institutes must hold a silver Athena SWAN award in order to receive research funds.

www.clublibido.com (8)

Henry Sapiecha

AUSTRALIAN 2015 Women In Industry Awards finalists

WII_LOGO image www.goodgirlsgo.com

2015 Women In Industry Awards

The 2nd annual Women in Industry Awards recognises and rewards the achievements of women working within the mining, engineering, and manufacturing industries, and aims to raise the profile of women within industry, as well as promote and encourage excellence.

Australian Mining, PACE and Manufacturers’ Monthly are partnering to acknowledge the exceptional women who have achieved success through their invaluable leadership, innovation and commitment to their sector.

This is your opportunity to have Australia’s leading publications recognise the women who are driving change in your industry and – in doing so –breaking down barriers and creating new possibilities for the next generation.

These may be women you work with, women whose achievements are inspiring you from afar, or women who are providing you with invaluable guidance and support. Their achievements may not be creating headlines, but we believe their dedication and exceptionalism should be celebrated.

The accomplishments of these women will be recognised at an exclusive evening event to be held in at the Ivy Ballroom on Thursdays 25 June 2015. More than just recognition, the Awards also provide an opportunity for new business opportunities and network expansion.

WII_successful women pic image www.godgirlsgo.com

Australian Mining, Manufacturers’ Monthly and Pace are proud to announce finalists for the 2015 Women in Industry Awards have been selected from a list of impressive candidates.

The only awards program of its kind to encompass mining, manufacturing and engineering, the 2015 Women in Industry Awards aims to recognise and reward the achievements of women working in the industrial sectors.

The awards are all about celebrating women who are leading change in their chosen field and breaking down the barriers in what can often be male-dominated industries.

The program seeks to single out and reward women who have created innovations, driven productivity, spearheaded change, and provided social and economic benefits through their fields.

With over 100 entries, it’s clear industry sectors were keen to have its women recognised.

We congratulate each and every finalist and look forward to seeing you all on Thursday the 25th of June at the awards dinner.

BDM of the Year

Carly Bradshaw – Business Development and Operations Manager, Australian Dust Control

Emma Cook – Business Development Manager, Agility Project Logistics

Sandra Taylor – Tender Manager I&R East, Lend Lease

Employer of the Year

Independent Racking Inspections & Audits

Cablex

Excellence in Engineering

Cara Ryan – Office Manager, Building Performance Centre, Schneider Electric

Christine Charles – Head of Space Plasma, Power and Propulsion Division, The Australian National University

Claire Bianco – Engineering Supervisor, Cecil Park Plant, CSR Limited

Hayley McIver – Senior Process Engineer, Ausenco

Excellence in Manufacturing

Christine Morris – HR Director, Joy Global Australia

Michelle Vince – Group Range Development Manager, Blundstone Group

Svetlana Zatsepin – Managing Director, Coolon LED Lighting

Colly Galbiati – Managing Director, Soma Organics

Kamini Wijekulasuriya – Manufacturing Manager, Western Sydney Service Centre, Bluescope

Excellence in Mining

Kathy Zunica – Senior Geologist, AMC Consultants

Maria Joyce – General Manager, MEC Mining

Stephanie Hardy – Environmental Advisor, Monadelphous KT Pipelines

Gail Clamp – Specialist Mine Management, Rio Tinto Coal Australia

Industry Advocacy

Irina Lindquist – Healthcare Solution Architect, Schneider Electric

Carli Hobbs – General Manager, Gladstone Engineering Alliance

Christine Katic – Operations Manager, BOC Limited

Elizabeth Lewis-Gray – Chairman, Austmine

Jill Follington – Executive (founding) Director, Industry Mid North Coast

Kym Clarke – Founder and Director, She’s Empowered

Suzanne Daubney – Managing Director, Bannister Downs Dairy

Mentor of the Year

Ashlea Walley – VTEC Mentor/ DSG Program Coordinator, Wirrpanda Foundation

Christine Cotton – Regional General Manager, Tcyo Fire & Security

Simon Bradwell – Managing Director, ebm-papst A&NZ Pty Ltd

Vanessa Sewell-Rosenberg – Talent & Organisation Development Manager, BOC

Rising Star Award

Kate Francis – Civil Engineer, Hyder Consulting

Kate Macfarlane – Product Manager, BOC Limited

Sally Mayberry – Environmental Advisor, Origin Energy

Rachel Hogan – ABB Graduate Program, ABB Australia

Social Leader

Teagan Dowler – Founder, The Blue Collared Woman

Sue Webster – Executive Officer, Agribusiness Gippsland

Jill Follington – Executive Director, Industry Mid North Coast

Samantha Kerr – SCADA, COMMS & Protection Implementation Engineer, Energex

Nicole Borkowsky – Associate Director, CDIF Group

For more information regarding the Women in Industry Awards, including to purchase tickets, please click here.

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Henry Sapiecha

Marissa Mayer Of Yahoo Is Highest Paid Female CEO

Here below is a chart showing which women earn how much in big numbers

Marissa Mayer of Yahoo image www.goodgirlsgo (1)

Marissa Mayer of Yahoo was the America’s highest-paid female CEO in 2014. But at $42 million, her total earnings were just a fraction of the highest paid male CEO’s.

Mayer’s total compensation was less than 15 percent of Nick Woodman’s, 2014’s highest-paid male U.S. CEO. Woodman, founder of GoPro, the company that makes those little cameras people attach to their dogs when they leave them home alone, was granted stock units valued at $284.5 million at the end of 2014, according to Bloomberg.

Mayer, 39, was paid $1 million in salary, but if you pair that with her stock and option awards of $11.7 million and $28.2 million, $1.1 million in an incentive pay plan and $28,065 in additional perks, she made a total of $42 million last year, USA Today reported. That’s an increase of 69 percent from her total earnings in 2013, which were $28.6 million. Still, she’d need a raise of $242 million to match Woodman.

There is some silver lining. Though there are still far more male CEOs at S&P 500 companies than female, the average female CEO of an S&P 500 company is paid more than her male counterparts. Mayer is the seventh-highest paid S&P 500 CEO overall.

women ceo wages earnt chart image www.goodgirlsgo.com

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Henry Sapiecha

 

Why women create great places to work

MECCA Brands CEO Jo Horgan image www.goodgirlsgo.com

MECCA Brands CEO Jo Horgan … When it comes to orchestrating a great place to work, women are punching well above their weight. Photo: Scott Barbour

Jo Horgan turns to a sporting analogy to describe her role as founder and chief executive of cosmetics company MECCA Brands. “I seriously consider myself the slave of everybody else in the organisation,” Horgan says. “And my job? You know in curling [there’s] the person who madly shines the ice, to make sure the puck glides straight through? I literally think my job is to do that all the time.”

As a female chief executive, Horgan is in the small minority – only 5 per cent of companies in the ASX 100 have a female CEO. But when it comes to orchestrating a great place to work, women are punching well above their weight. It seems it pays to have a female boss.

Seven of this year’s top 22 places to work are run by management teams dominated by women executives. That include companies with a female-dominated workforces, such as cosmetics brands Estée Lauder and MECCA, and stationery retail chain kikki.K, but also media companies OMD and Mindshare as well as charity Starlight Children’s Foundation.

Anyone looking for big differences between the management style of men and women could be disappointed: the companies with a higher proportion of female executives did not score consistently better on any one aspect of the Best Places to Work survey.

In Horgan’s case, it was her path as an entrepreneur, rather than her gender, which has defined her management style, she insists.

She founded MECCA in her 20s after working for L’Oréal and has always taken a long-term view of the company. Horgan says there have been times in the history of the business where this has led to counter-intuitive choices.

“In 1999 the dollar really plummeted . . . the knee-jerk reaction was to cut staffing,” Horgan says. “Our model is we invest more in staff than any other retailer, any other cosmetic house, any other concept.

“We invest nearly 3 per cent of our entire turnover just on education, which is unheard of. I said [at the time] I do not care if I do not eat, we will not reduce staffing.”

Gender balance affects company culture

But if gender in the executive ranks makes little difference, gender in the staff ranks has a bigger impact. The survey suggests gender balance affects company culture at a deep level, with men and women perceiving the company differently.

Female employees tended to agree more than men that management hires people who fit in well, management has a clear view of where the organisation is going and how to get there, management would lay people off only as a last resort and that people avoid politics and backstabbing as ways to get things done.

Male employees agree more than females that they receive a fair share of the profits made by the organisation and people are paid fairly for the work they do.

Gender also affects the more superficial side of being a great place to work – the perks of the job. For example, while IT companies are famous for office foosball tables and free beer, Estée Lauder offers free monthly massages.

Magda Lategan, the vice-president of human resources for Australia, New Zealand and South Africa at Estée Lauder, says the company is female-dominated and in Australia it is 87 per cent women, in headquarters as well as on the retail floor.

“We don’t go out looking for females but more females would respond to ads because of what it is,” Lategan says. “We see people as equal. We are more female and so some of our practices are biased towards females but if a male came along and asked for [comparable] things, he would receive it as well.”

For example, Estée Lauder offers six weeks of paid parental leave on top of government legislated leave, and both men and women have taken this up.

Flexible working hours

Lategan says the company does not publish flexible hours but in reality, they exist – for example, one of her team members works from home one day a week because of the cost of childcare.

It is a similar story at stationery chain kikki.K. Chief executive Russell Parker says the company is 85 per cent female, with an average age of 25, but that is not planned.

Kikki.K offers flexible hours for working parents who need to drop off and pick up kids, and allows people to work remotely. He believes both the male and female employees want similar things.

Kikki.K does not have a long list of perks – though the company does offer a paid day of leave on the employee’s birthday – and relies more on intrinsic motivation and the culture set by co-founder Kristina Karlsson.

“They want to do something they’re passionate about, they want to do something fulfilling, they want personal growth, they want to be surrounded by a great team that are equally as passionate about their job, they want to be challenged, and they want to have their contributions recognised fairly,” he says.

“Kikki.K was founded on Kristina’s dream of wanting to do something that made her happy to drive to work on a Monday morning – this is really part of our cultural DNA now.”

An example of that culture in practice is the “Above and Beyond” concept. At the end of each day, the retail stores email a report to the general manager of retail to summarise their day. Part of the report requires them to provide an example of when a team member has gone above and beyond for a customer or a colleague. The best examples are published and shared internally.

Women suffer most when things are lacking

While practices like paid parental leave and flexible working hours may be offered to both men and women, there is ample evidence that women suffer most when these things are lacking.

Retail brands tend to have a young workforce, but gender balance is important at senior management level as well. MECCA has a female chief executive and five out of seven senior manager positions are filled by women. Young women may not have families yet, but Leah Mahon, talent acquisition specialist at MECCA, says they are looking for role models who do.

“If you’re a young woman, it’s really inspiring to see other women achieving, having children and returning to work and having fulfilling careers that are influential and make a real difference to the business,” Mahon says.

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Henry Sapiecha