The Bickley Blog

The Research Edge - Sustaining Career through Maternity Leave and Beyond

2013-06-17T21:47:00.000+08:00

Newly published research explores the managing of work and career during maternity leave and beyond, and implications for organisations.

In a recent study conducted in Western Australia, women currently on maternity leave anticipated restricted opportunities in the workplace on their return to work, and a slowing and restricting of their longer-term career development.

The factors perceived to inhibit their careers beyond maternity leave included organisational (employer) factors - such as problematic access to training and professional development and a lack of opportunities to advance their careers and take on senior roles. It was noted that employers were unwilling to invest in training for women going on maternity leave or working part-time. In addition, training was often held at unsuitable times and there was an additional child care cost burden for part-time employees.

There were also institutional factors (related to professional associations and government regulations) including restrictive provisions around professional registration and training. This was particularly the case for women returning to part-time roles or taking lengthy career breaks, due to professional registration requirements around recency of practice and the number of hours required to maintain professional registration.

Of interest to women pursuing leadership roles will be the restrictive conditions to taking on or continuing in senior roles, which were not available in part-time or job sharing mode.

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In further research, family decisions pertaining to responsibilities for child care following return to work after maternity leave were explored. 50% of women expected to elect to have child caring provided wholly by family members, including extended family. Only 15 % anticipated the use of formal arrangements alone. The planned arrangements for child care can best be understood within a framework of a ‘family budget’ of time to be allocated by members of the family between market based work and child caring.

Critical to these child care decisions, and the ability to manage work and non-work demands, were employee centred workplace flexibility. However, dissonance between stated organisational family friendly policy and practice at the management level was observed. This dissoance created substantial difficulty for employees, disrupting their child caring arrangements.

The findings have important employment policy implications for workplaces and the issues issues raised have broad applicability, especially in the light of the Commonwealth’s “Parental Leave Pay Scheme” 2011. This research also raises some interesting questions:

Can we explore a ‘technology’ of work organisation where career defining tasks/responsibilities can be aggregated into different sized bundles to support flexible workplace arrangements?
Are “family friendly” policies subverted by claims for “managerial discretion” and a prevailing orthodoxy that part-time work and senior roles are not compatible?
Do restrictions by professional organisations add value or represent restrictive professional practice?

We'd love to hear your thoughts - drop us a line below, on facebook or twitter to share your experiences or accounts of workplaces managing this well. BB

For full articles, please refer to:

Sustaining Career through Maternity Leave - M. Nowak, M. Naude & G. Thomas. Australian Journal of Labour Economics, Vol. 15 No 3, 2012

Returning to Work After Maternity Leave: Childcare and Workplace Flexibility. M.Nowak, M. Naude & G. Thomas. Journal of Industrial Relations. Vol. 55 No 1 2013 p118-135.

Do you have a Network Perspective? The Importance of Connection.

2013-05-27T14:54:00.000+08:00

There are never a shortage of opportunities to meet people, establish new contacts or nurture and maintain existing networks. Certainly on The Bickley Blog, we frequently share a large number of great events being organised by and held for women in leadership each month.

Most of us know that developing relationships is important professionally. We often hear the phrase "it's not what you know, it's who you know"... that gets things done, opens the door to that job you were looking for...

But do you have a Network Perspective?

A recently released paper from The Center for Creative Leadership (CCL) - Developing Network Perspective - might reveal the answer.

According to CCL, someone with a network perspective is able to look beyond a formal organisational chart or formal titles. They can see and understand the significance of the informal and invisible structures that support the formal organisation.

They understand the importance of relationships and are aware that often the real influencers are those without the senior title.

They understand that the key to success is that "everything is, or will be, connected" (CCL 2013).

Why is having a Network Perspective important? There are seven key reasons:

Connections matter - connections provide opportunities and create constraints.
Work often happens through informal channels - particularly in flat, team-based and agile work environments
Leadership occurs through relationships
Successful leaders develop networks of strong, diverse relationships - purposeful (strategic) and authentic networking is the key
Network knowledge is an asset in change efforts - this is critical in cultural transformation
Innovation networks can be identified and supported
The most important challenges leaders face today are interdependent - complex challenges are best address by groups, working collaboratively, not by indiviudals in isolation.

As a leader, how can you develop a this perspective? How do you get it if you don't have it?

To begin with, improve your understanding of how your organisation really works. How does information flow? Who are the influential people?
Understand and strengthen your personal network. Is yours a network of convenience or have you built it with purpose?
Finally, build connections with those who offer "support, energy, information, feedback and diverse and challenging viewpoints?" (CCL 2013)

Of course, this perspective extends beyond your individual workplace, and into your broader industry, into the social and political realm.

We challenge you to think about this before your next function! What shape is your network in? Which relationships do you need to establish and nurture to achieve your plans and goals? Who are the key influencers in your space?

Drop us a line by email or facebook, or leave a comment below to let us know how you went.

To read the full paper on Developing a Network Perspective, visit the CCL webpage: http://www.ccl.org/leadership/pdf/research/developingNetworkPerspective.pdf

Did you know that the Bickley Blog is on facebook and twitter? Join us for regular news and views from the Maureen Bickley Centre for Women in Leadership.

Bubbles & Boobs for Breast Cancer Care WA - 11th June 2013

2013-05-20T21:14:00.000+08:00

A special post to promote Chica Catering's Bubbles & Boobs Afternoon High Tea to be held on Tuesday 11th June in Perth, Western Australia. Featuring a deluxe high tea, champagne, a fashion parade and a silent auction to raise funds for Breast Cancer Care WA. Gather your friends together to support this very worthy cause.

For ticket information and reservations, please visit the event webpage.

On the Horizon - Events for Women in Leadership in April

2013-04-05T08:30:00.000+08:00

Looking for a chance to meet new people, learn something new, or take a break from your desk? There are many events for women leaders in April and May:

the gender agenda: the role of men in the gender equity movement

When: 11 April 2013, 5:45pm for a 6pm start
What: after work event featuring a panel discussion, networking drinks and canapes
Where: Herbert Smith Freehills, Level 36, 250 St Georges Terrace, Perth, Australia
For tickets: www.trybooking.com/CPMP

Travis Bell presents:

Design Your Bucket List!

When: dates throughout April 2013
What: a 3 hour seminar focusing on creating your life by design.
Where: capital cities in Australia. For details, visit: www.designyourbucketlist.com

British Academy of Management present:

Women in Leadership - Breaking the Glass Ceiling

When: 2 May 2013, 5 - 8:30pm
What: after work networking event featuring a panel discussion
Where: London Metropolitan Business School. Moorgate, London, UK
For program details and registration, visit the BAM website

On the Cusp of Change, but 'Where to Now?'

Women on Boards Conference

When: 8 - 10 May 2013
What: multi-day conference focusing on achieving gender balance on boards and in leadership roles
Where: Sheraton on the Park, Sydney, Australia
For conference program details and registration: www.womenonboards.org.au/events/conference2013

Do you have an event that you would like to promote? Our readers come from all over the world, not just Australia! Get in touch via email, facebook or twitter if you have an event to share with us.

Amazing Talent - Winners of the 2013 Chamber of Minerals & Energy Women in Resources Awards

2013-04-03T08:30:00.000+08:00

The annual Chamber of Minerals & Energy Women in Resources awards were presented recently. The awards recognise the outstanding female talent working in the resource industry in Western Australia, and companies that are setting the standard in terms of diversity initiatives and inclusivity.

The winners of the awards this year were:

Outstanding Company Initiative: Chevron - Women in Engineering
Women in Resources Champion - Julie Shuttleworth (Barrick Australia)
Outstanding Professional Woman - Dr Vanessa Guthrie (Toro Energy)
Outstanding Young Professional Woman - Jenna Robertson (Chevron Australia)
Outstanding Technician/Operator/Trade Woman - Jody Gray (Newmont)

The Bickley Blog congratulates all winners! For further details on the awards and profiles of the award winners, visit the Chamber of Minerals & Energy WA website

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Shaky Ground or Firm Foundation? - 2013 Grace Vaughan Memorial Lecture

2013-03-11T12:43:00.000+08:00

This year, the Grace Vaughan Memorial Lecture on March 21st 2013 in Perth, Western Australia will focus on the implications of using the business case perspective to motivate the increased employment of women.

This increasingly popular argument will be explored by the astute and vibrant Dr Jacquie Hutchinson from the UWA School of Business in her presentation Shaky Ground or Firm Foundation?. Dr Hutchinson will address the challenging questions of "does the business case argument work?" and "what are the implications of linking employment fairness and equality with market forces and a company balance sheet?"

For more details and to register, go to the 2013 Grace Vaughan Memorial Lecture website.

The Grace Vaughan Memorial Lecture is jointly hosted by the Australian Association of Social Workers, The University of Western Australia and Department for Communities - Women's Interests, Western Australia.

Happy International Women's Day! - March 8th

2013-03-08T13:07:00.000+08:00

Happy International Women's Day! Today (March 8th), is a day of celebration for the achievements that women make in our societies and a day of reflection on the inequalities that still exist and areas in which progress is still to be made.

Yesterday, one of the Bickley Bloggers attended the UN Women International Women's Day breakfast, held in Perth, Western Australia. Here are her reflections:

UN International Women’s Day breakfast in Perth, Western Australia is one of a number of events being held to celebrate International Women’s Day. Around a thousand women (and some men) attended the event the proceeds of which will help women victims of domestic violence in Papua New Guinea. We were reminded that one in three women worldwide experiences violence in their lifetimes. If those figures are horrifying enough we were then told that for women in Papua New Guinea the situation is so very much worse. Over two-thirds of women there report having been beaten by their husbands and that figure rises to nearly 100% for women living in the highlands. Two-thirds of women aged between 15-24 are forced to provide sex in order to survive.

The keynote address was given by Rosie Johnson who is a Senior Magistrate in the Papua New Guinea Magisterial Services. Much of her work has focused on ensuring women and other vulnerable members of the community receive appropriate legal advice and support.

She spoke passionately about the need to end violence against women in Papua New Guinea. She highlighted the lack of resources that are available to women who are victims of violence. There is very little if any legal protection and almost no social support such as qualified social workers or counsellors. Rosie spoke of the need for technical support to help draft legislation and to provide the counselling and welfare that is needed as well as the need for money to help break the cycle of violence. She then recounted some of her own life story and the challenges she had faced and continues to face with respect to her own safety – it was a sobering reminder on the eve on International Women’s Day, 2013 of how much work still needs to be done to make the world a safer place for women.

What did you do to mark International Women's Day? We would love to hear about your experiences, updates on events that you attended, or initiatives that your company is leading. Get in touch via facebook, twitter or email!

2012 Women's Report Card released - Government of Western Australia

2012-11-02T05:00:00.000+08:00

The 2012 Women's Report Card was recently released by the Hon Robyn McSweeney, Minister for Women's Interests. Developed by the Department for Communities, the report card details the statistical status of Western Australian women in a range of areas including leadership, safety and justice, economic independence and health and wellbeing. It is the fourth in the series which has measured women's progress since 2004.

The advancement of women into leadership positions continues to show very slow progress for the highest level positions across ASX 200 companies, universities public sector and local government. the report also highlights the increasing difference between the Western Australian and the total Australian gender pay gap with Western Australia currently standing at a 27.8% gap in 2011, compared with a national figure of 17.5%.

The report is available online and in hard copy. It aims to provide both general information and enable individuals and organisations to take advantage of the information and statistics to assist in policy and service delivery work. The full series of Women'e Report Cards are available to download from the Women's Interest section of the Department for Communities website. If you would like further information on the 2012 Women's Report Card, or to order hard copies, please contact the Department for Communities on (08)6551 8700 or by email: info@communities.wa.gov.au

Women of Influence - 100 women making a difference

2012-10-24T23:00:00.000+08:00

The Australian Financial Review have announced their AFR/Westpac 100 Women of Influence finalists - Australian women who are using their influence to make a difference in business and society. Covering many sectors of business and industry and ranging from young leaders to established icons... the list really does showcase the immense talent of women in this country.

Here is a full photo listing and for more information on the listing and awards click here

Congratulations to all on the list!

Leadership in the Community Sector - Looking beyond the numbers

2012-10-22T23:00:00.000+08:00

A recent report released by ACOSS (Australian Council of Social Service) - Reflecting gender diversity: an analysis of gender diversity in the leadership of the community sector - showed that the sector leads the way in workplace gender equity, with women in the sector make up 60 per cent of senior management and hold over 50 per cent of board director roles.

Looking beyond these numbers, the report details some interesting findings:

The comparatively higher representation of women in senior roles is occurring mainly in smaller organisations
Gender equity on boards does occur, but not until women make up 95% of the staff of the organisation
High representation of women in the workforce does not automatically lead to equality of opportunity for women

Bickley Blog reader Anne, a member of the not for profit community, sent us in her views on the report:

"It was pleasing to note a recent report that found that the not for profit community welfare sector is a leader in promoting women to boards and senior management positions. This is in contrast to other sectors where leadership positions for most women remain a distant reality.

As a long time worker in the not for profit community welfare sector I would have to comment that my experience is that organisations would run for years with women at the helm, often as volunteers. As the organisation grew and became more significant senior roles would receive funding and would become attractive as a permanent position. It was not unusual then, after the position was advertised, that a man would be appointed.

I am aware that today many not for profit community welfare organsiations are still run on a voluntary basis by women. These women manage budgets, co-ordinate services, roster volunteers and report to a Board of Management. They often also act as the receptionist! They are unsung heroes.

It is to be hoped that there is a serious trend for women to be able to aspire to paid leadership roles in the not for profit sector. This would, at one level pay tribute to all those women who over the years have undertaken those roles as volunteers.

It would also be interesting to know how many women on boards in the not for profit sector are receiving realistic sitting fees."

Thanks Anne, for your thoughts! We would love to hear from other readers on this - have you worked in the not for profit community? What are your experiences? Are you one of the "unsung heroes" leading in a voluntary capacity? Post on our facebook, tweet us on twitter or leave a comment below.

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On the Horizon - Professional Communication and Learning from Leaders

2012-09-25T07:25:00.001+08:00

A couple of great events coming up for women in Adelaide and Perth, Australia...

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Professional Communication Workshop | Hosted by Women in Engineering
Friday 19th October 2012 | Perth, Western Australia

Need to brush up on your communication skills? Want to project a communication image that commands respect? Would you like to learn to handle conflict, difficult people and confrontations with composure? Join Suzanne McKenzie for a 1 day workshop designed to help you communicate confidently and professionally in a range of workplace situations.

For further details and to register, visit the Engineers Australia website

Learning with Leaders | Hosted by Women on Boards
23rd October 2012 | Adelaide, South Australia and 25th October | Perth, Western Australia

Listen to the stories of a CEO, an entrepreneur and a new ASX director as they speak about their experiences to leadership, important shaping influences and key influencers, and their lessons learnt. For further information and to find out who is speaking in your city, visit the Women on Boards website.

***LEADERSHIP CONFERENCE REMINDERS***

Book now to attend the international leadership and management conferences happening in Perth this December. Listen as leading international academics speak on the latest research in business and leadership fields and get involved in the discussion and debate.

26th Annual Australian and New Zealand Academy of Management (ANZAM) Conference
Wednesday 5th - Friday 7th December 2012 | Perth, Western Australia

Register now for the ANZAM Conference 2012. Early bird rates are available until 30th September! Further information and registration at www.anzamconference.org

Planning to attend ANZAM?

Stay on, enjoy a few more days of Western Australian sunshine and attend ...

The 11th International Studying Leadership Conference (ISLC)
10th and 11th December 2012 | Perth, Western Australia

The ILSC conference theme is "Leadership at the Crossroads?" reflecting the often conflicting demands, expectations and applications of leadership in increasingly globally complex and unpredictable climates.

Abstract submissions are due in 30th September! Further information can be found at the conference website.

The Bickley Blog always loves to hear from you! If you have an event that would interest our readers, please contact us with the details.

You can find us on facebook or tweet us on twitter: @thebickleyblog

In the News - Women and Leadership

2012-08-28T10:00:00.000+08:00

Top stories in the news this week...

Women in Defence

From the DCA - Sex Discrimination Commissioner, Elizabeth Broderick, released the AHRC's report of the Review into the TReatment of Women in the Australian Defence Force. Amongst the 21 recommendations were those related to diversity of leadership and the responsibility of Defence leadership to deliver and ensure effective reform. Find the full report here

Women on Boards

Women on Boards announced this week that they will be launching in the UK. Successful established in Australia, WoB will be holding launch events in London, Bristol, Manchester, Birmingham and Edinburgh in September and October of this year. If you are in the UK and would like to get involved, find more information here.

Women in Leadership

The Sydney Morning Herald reports on the visit of the UN Women Director - Michelle Bachelet - to Canberra, Australia this week. Ms Bachelet commended and thanked the Australian government's leadership and commitment to improving the lives of women throughout the world. The government has donated A$6.7 to UN Women for work with victims of domestic violence and revenge attacks in developing countries. For more, go here.

On the Horizon - Upcoming Events for Women in Leadership

2012-06-12T06:00:00.000+08:00

June already!! A real variety of events for and featuring women in leadership for the month of June and beyond:

Vision Series with Lord Mayor, Lisa Scaffidi: Value Adding + Brand Australia

Thursday 14^th June | 12 – 2pm | Perth, Australia | Hosted by CEDA

In her keynote address, the Right Honourable Lord Mayor, Lisa Scaffidi, will provide her vision on how Perth might improve its brand and global reputation, while increasing our economic links internationally.  As part of this discussion, The Lord Mayor will also examine the notion of "Brand Australia" and what this term means in the 21st century. Does Australia deserve to be seen as a trusted and refined nation?

For further details and registration: http://www.ceda.com.au/events/eventdetails/2012/06/w120614?EventCode=W120614

The Purple Boots Cocktail Party

Thursday 28^th June | 6-10pm | Perth, Australia

Hosted by Women in Engineering and Young Engineers WA Event Partner – Clough

Join Women in Engineering and Young Engineers WA for a night of fun and frivolity raising money for a great cause. All proceeds go to Breast Cancer Care WA.

Proudly supported by Canton Lounge Bar. Canapes included. Free Cocktail/Beverage on Entry. Door Prizes and Raffle on the evening.

All welcome!

For further details and ticket purchases: http://purplebootscocktailevening.eventbrite.com/

Perth Business Chicks Breakfast featuring Ms Ita Buttrose

Friday 7^th September | 6:50am for 7:15 – 9am | Perth, Australia | Hosted by Business Chicks

Ita Buttrose needs little introduction, she is a woman of many firsts. Ita was the first woman to be appointed to the board of Australian Consolidated Press and News Limited and still holds the title as the youngest ever Editor of The Australian Women’s Weekly. Ita has forever changed how women are perceived and valued in the workplace; she has truly paved the way. At a time where women did not hold positions of power, Ita rose to the level of the best blokes in business and didn’t throw her femininity away in the process.

For further details, dates for other Australian locations and registration visit the Business Chicks website

If you would like us to spread the word about your event, please contact us on facebook or by email . We would love to hear from you!

Perth is the place for Leadership in 2012!

2012-06-07T21:43:00.002+08:00

Curtin Graduate School of Business is hosting two international Leadership conferences in 2012. See you there!

ANZAM 2012 - 26th Annual Australian and New Zealand Academy of Management Conference

5^th – 7^th December 2012 | Perth, Australia | Hosted by Curtin Graduate School of Business

**Paper submissions close 30^th June 2012**

The 2012 ANZAM Conference theme ‘Managing for Volatility and Stability’ complements the range of more traditional streams and the preceding ANZAM Doctoral Workshop to ensure a comprehensive and versatile Conference that allows you to share research, rekindle existing networks, establish new links and contribute to challenging conversations in a collegial environment.

For further details, registration and paper submission please visit the conference website: http://www.anzamconference.org/

The International “Studying Leadership” Conference

10^th and 11^th December 2012 | Perth, Australia | Hosted by Curtin Graduate School of Business

The 11th International Studying Leadership Conference (ISLC) will be hosted by the Maureen Bickley Centre for Women in Leadership at the Curtin Graduate School of Business, Curtin University in Perth, Western Australia. The theme this year is 'Leadership at the Crossroads?' — reflecting the often conflicting demands, expectations and applications of leadership in increasingly globally complex and unpredictable climates.

For further details and to register your interest in attending, please visit the conference website

In the News: Unlocking the Full Potential of Women at Work

2012-05-25T15:54:00.000+08:00

A newly released publications exploring the persistent lack of women in leadership...

McKinsey & Co. have recently released a report Unlocking the Full Potential of Women at Work. Following on from previous publications, this report is based on research involving 60 Fortune 500 (or similar) corporations in the US, and interviews with CEOs, senior business leaders, HR and Diversity professional and female executives. The views of company employees are also harnessed, with 4000 employees from 14 of these companies providing information on career aspirations, ambitions and attitudes.

The report is jam packed with information, but here are a sample of the findings:

Corporations with the greatest success in achieving gender diversity at all levels of their organisation met one or more of the following metrics:

A starting position that reflects the talent - the percentage of women recruited into entry-level reflects the available talent emerging from universities and colleges.
Better odds of promotion past manager level - in a structured corporate pipeline, promotion to manager represents the first step to CEO. Women have good odds (at least 85% of that of men) of being promoted past this level in successful companies. Interestingly, the metric used is not equal odds!
More women at the top - successful companies have a high representation of women at the executive committee level.
Women in the line - women hold at least half of the senior management roles in line positions, rather than staff positions from which they have a lesser chance of reaching the executive level.

Intervention at the middle management level can make the greatest difference. The report showed that the rate of progress of women beyond the manager level (in line roles) was far less than men. At this level of experience, it was found that many women moved to staff or support roles instead.

A number of stubborn barriers to women's advancement remain. They are deeply intertwined and hard to eliminate. The barriers are described as:

Lifestyle choices - for example: to accommodate caring responsibilities, women may shift roles to increase flexibility and lessen travel
Structural obstacles - for example: it is more difficult for women to access sponsorship or the right networks
Institutional mindsets - for example: managers and recruiters making assumptions about women's career preferences or mobility
Individual mindsets - for example: women holding themselves back, not asking for opportunities

So what to do? The report offers some key areas of focus for moving from "good to great":

Hands on leadership, starting at the top
Diversity leadership with clout
Pervasive sponsorship
Robust talent management
Strong accountably supported by data

The Bickley Blog would love to hear from you...

What is your company doing to ensure that they "Unlock the Full Potential of Women at Work?"

Do the stubborn barriers resonate with your own experience?

Have you moved away from the pipeline to CEO - if so, what drove your choices?

Email us with your stories or drop us a line on twitter or Facebook.

On the Horizon - Upcoming events for April and beyond

2012-04-10T05:00:00.000+08:00

A variety of upcoming events that may be of interest to our readers...

If you would like to promote your event, please contact us at The Bickley Blog

Directors Toolkit Briefing: What keeps directors awake at night?
12 April 2012, 5:30pm - 8pm in Perth, Australia
Presented by the Australian Institute of Company Directors

Today, directors face a multitude of external challenges - from their suppliers, financiers, the Australia economy and the global economy. In this brad discussion, a panel of advisors and ASX listed directors will discuss their views on the some of the hot issues for 2012. Speakers include: Roch Krasnoff, Conquest Mining Ltd; Simon Winfield, Hays Executive; Tony Adcock, Birchman Group; Jeff Vibert, Grant Thorton. For details and registration, visit the AICD website.

Getting Started: Realising your Board Potential

9 May 2012, 2pm - 5pm in Perth, Australia

Presented by Women on Boards

A workshop specifically designed to assist you with strategies for board and career development. The session provides an overview of what it takes to be a director and strategies for including board work in your career. For more information and registration, visit the Women on Boards webpage.

Engineering Leadership Conference
Passing the Baton: Engineering Australia's Future
30 May - 2 June 2012 in Adelaide, Australia
Presented by Engineers Australia

This year's theme is Passing the Baton, exploring the profession's direction through a series of dynamic and thought-provoking speakers and presentations. The key note address will be delivered by former Australian Deputy Prime Minister, the Honourable Tim Fischer.

Wired for Influence Workshop

19 July 2012, 9am - 5pm in Melbourne, Australia

Presented by Women on Boards

A workshop designed for business people at all stages of career from early career to Non-Exec Directors interested in developing strategies to boost influencing for career success. For more information and registration, visit the Women on Boards webpage.

The 8th European Conference on Management, Leadership and Governance
8-9 November 2012 at Neapolis Univeristy Pafos, Cyprus

The ECMLG will bring together a unique blend of leadership scholars, researchers and practitioners from academia and industry to share the insights of management, leadership and governance in the 21st Century. Call for papers is now open, with abstracts due on 20 April 2012. For further details of conference tracks and key dates, visit the conference webpage.

The Boss - How do you build this important relationship?

2012-04-03T06:00:00.000+08:00

Undoubtedly, the relationship with your manager or supervisor is an important one in the world of work. This relationship can influence you to stay in a job, or to leave a company; to get a promotion, or to hover at a career plateau. A change of boss can be a great thing - doors open, new opportunities and project are offered; or it can prove a challenge - learning to negotiate a new personality or to establish trust, credibility and "rules" of working once gain.

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In a recent post, The Brazen Careerist offer a number of tips for boosting the subordinate-superior relationship.

Following Through
Communicate Often
Pitch New Ideas
Always Have a Positive Outlook
Be Able to Joke Around
Ask to Take on Additional Projects
Act on Feedback

Of course, every relationship is individual - each manager is different, and work situations vary across industries, and countries and cultures (see for instance Maurne 2011 for his work on female supervisors, or Abraham 2011 for an interesting study on career management strategies in Indian Banks). Increasingly, methods of work are varied with virtual work and telecommuting becoming common and presenting additional challenges for relationship building (see the work by Golden and Veiga 2008 on the role of superior-subordinate relationships and job satisfaction and performance of virtual workers).

Perhaps it is you that is the boss, with team members seeking to establish and further a relationship with you. When becoming a "boss" for the first time, this can be a challenge. Many questions and doubts may surface - How do I act as a manager? How do I establish relationships with my team members that will lead to a productive and successful team?

In my experience - having worked for male and female managers, and having been a manager to both men and women; managing in-office and remote teams, and now being a virtual worker myself -communication is the key to establishing and reinforcing my relationships at work - both upwards and downwards. When there have been difficulties (and certainly there have been some!) a disjoint in communication styles or expectations has often been the culprit. "Communicating Often" has been particularly important as I've changed roles or increased in seniority and the geographic distance of my superior or team members has increased (perhaps he/she/they are in another state or country) or as the number of members in my team has grown.

What are your tips for developing and improving relationships with those more senior? if you are a boss, how can you encourage healthy and beneficial relationships with your team members? As a woman, do any of the tips listed above seem more important or poignant to you?

Out on the Town - Reflections from a Conferencing Novice: the ACERE/DIANA Conference

2012-03-29T19:04:00.000+08:00

At the Bickley Blog, we often post details of upcoming conferences in the worlds of leadership and gender research. Many of you may wonder about the benefits of conferencing - what comes from taking the time to develop an abstract or paper for a conference (which always seem to be due when you are at your busiest!), of putting your ideas "out there" in the public arena for comment and critique, or of attending networking events to meet other people in your area of interest?

This week, we thank Ali Sumner for her guest post - she offers a personal reflection on her recent attendance at the ACERE-Diana conference held in Perth, Western Australia in January 2012. For further information on the conference, see a past BB post here.

About Ali
Ali has a background in teaching, community development and marketing. She completed her Masters of Leadership and Management in 2004 while working at the Department of Education and Training in Perth, Western Australia, in the area of professional learning and development. In 2006, she became the inaugural CEO of the POWA Institute, WA's not for profit institute for new thinking, established in alliance with the not-for-profit de Bono Institute (Australia). Ali is currently completing a PhD, investigating what happens in the area of Complexity Leadership when work teams use Edward de Bono's thinking tools.

Reflections from a Conferencing Novice...
After five years of part-time study as a PhD student at the Curtin Graduate School of Business, I had grown accustomed to the solitary nature of my research. Encouraged by my supervisors I had become reasonably confident that somehow, sometime, in someway, my obscure area of research would make a contribution to knowledge.

Then the unexpected opportunity to present a paper at an international conference emerged out of nowhere, the ACERE-Diana 2012 Conference was coming to Perth. ACERE is the Australian Centre for Entrepreneurship Research Exchange and the Diana Project being the world's leading conference on women's entrepreneurship.

On a steaming hot day in February, I found myself standing in front of a room full of strangers ready to deliver my first academic paper at an international academic conference. Over the following four days I experienced what it is like to go from intellectual solitary confinement to a playground of ideas I was listened to, encouraged, taken seriously, challenged, argued with and ignored... all at the same time.

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This particular conference was co-hosted by the Diana Project and this gave me the opportunity to meet academic women from countries around the world. My reflections as a novice conference goer are coloured by the memory of listening to and talking with these great women. Papers delivered as part of the Diana conference were wide ranging from issues relating to women starting entrepreneurial ventures in their 50's through to gender and entrepreneurial self-efficacy. the glue that bound the papers together however, was the female perspective, women exploring issues of importance to women.

I came away from my first international conference with an understanding of the wonderful work women are doing in the areas of entrepreneurial research and education. I also discovered to my complete surprise that my own obscure area of research is not so obscure at all. A wonderful African American female academic from Rutgers who sat in the front row of my paper presentation assured me that my work was "right on the button", and after several lunch time chats encouraged me to "publish as soon as possible". I came away understanding why conferencing is so important - you make amazing contacts and the encouragement from more established academics makes you feel great!

Do you have a story to share?
If you have attended an event that would be of interest to our readers and would like to share your experience, please email us at the Bickley Blog, find us on Facebook or tweet us on twitter!

Spotlight On... Women in Leadership - Wing Commander Dee Gibbon - Air Force

2012-03-19T16:00:00.000+08:00

Introducing our new Spotlight On... series! Each month we speak to the amazing women involved in the gendered leadership space - women practicing in leadership roles and the researchers that are dedicated to understanding and furthering this field.

If you would like to suggest someone to be featured in our Spotlight On series, or if you have a question that you'd like answered, please contact us at The Bickley Blog.

Wing Commander Dee Gibbon - Air Force

For our inaugural post, we are thrilled to put the Spotlight On Wing Commander Dee Gibbon from Air Force.

Wing Commander Gibbon is a rare breed - a practicing leader who is also pushing gender research. She is currently the Director of Workforce Diversity in Airforce and in her spare time is completing a PhD at UNSW / ADFA. Many thanks to Wing Commander Gibbon for agreeing to share her thoughts and to Air Force for permitting this interview.

Tell us how your interest in gender issues in the workplace started?

I joined the Air Force in the 1980s, and it has been fascinating to watch the structural, policy-based barriers preventing women’s full participation in the Defence workplace be removed over the past few decades. The final barrier, allowing women to actively serve in operational combat roles, will be removed in 2013; this really was the last bastion of formalised gender inequality in our Defence Force – we have come a long way since the days when women were required to take their handbags onto the parade ground (instead of rifles and swords!) and were not allowed to serve on any Navy ships or fly military aircraft.

Although the formal barriers have been removed, my research suggests that some informal, cultural barriers remain and these may also be detrimental to women’s overall progress. For example, most women who join Defence still have a strong preference for those professions that might be considered ‘traditional’ for women, such as administration, catering and the health sciences, despite having full access to a range of other types of employment. Women are not managing to reach the upper echelons of Defence at the same rate as their sisters in the corporate world. Further, women still tend to leave the services at the life juncture of commencing motherhood, because in some parts of our organisation, it can be difficult to balance work and parenting.

We have some extremely progressive family friendly policies, but the application of these in a highly operational, predominantly male Defence workplace is challenging. These are the issues that fascinate me and are a key focus of my current role as the Director of Workforce Diversity in Air Force. We are working hard towards further mitigating or removing those remaining barriers that prevent all members of the Australian Defence Force from reaching their true potential in military service.

Tell us a little about your PhD – what are you investigating? What made you want to start a PhD?

I view my research (and contribution to the field of gender studies) as a culmination of my professional role, academic interests and passion for feminist action both within and outside Defence. My thesis uses the heavily gendered occupation of pilot (military and civil aviation) as a case study to examine the barriers preventing higher numbers of women from both pursuing and remaining in this career.

Piloting has been an outstanding choice in terms of an occupational focus; as the field has numerous complexities that have really added to my research. For starters, unlike fields like engineering and technical trades, piloting is a significantly under-researched non-traditional occupation, which presents both challenges and opportunities for researchers.

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The ‘blokey’ world of aviation presents another point of interest; how do women negotiate their femininity in this highly masculine environment, especially in the social situations that form an integral part of most pilot’s everyday world. For example, while other women can leave their gender challenges at work when they finish at 5pm, women pilots, especially those in commercial aviation, have to deal with complex dynamics beyond the standard workplace. Is it okay to go shopping with the flight attendants or should they go to dinner with the male pilots? Will they be judged if they don’t socialise with the pilots?

Some more junior pilots expressed that they don’t feel they really ‘belong’ with either group, and accordingly, opted out of social situations – preferring to spend time alone in their hotel. Thankfully more senior pilots overcome these worries about role and gender-appropriate behaviour (but this takes time and self confidence), but I think the hotel-room example neatly demonstrates the loneliness sometimes associated with being different. A large number of interviewees also stated that they weren’t ‘typical’ pilots or were not like ‘normal’ pilots. One commercial pilot actually stated “I’m not a real pilot, I just fly the plane’! Even to some women who are pilots themselves, a ‘typical’ or ‘real’ pilot is male. A large part of my analysis focuses on the gender-based identity struggles that confront most women entering masculine domains.

How did you get into your current role?

Air Force decided a few years ago that to really progress issues pertaining to cultural and gender diversity, we needed to establish a team of experts dedicated to this area. The Air Force actually sponsored a large part of my PhD study, to prepare me for my current role, and I believe that this was a very wise investment! Our team draws on the knowledge attained through my research almost every day, to inform policy development, provide strategic advice on issues pertaining to diversity, and develop the practical initiatives that will hopefully lead to a more diverse Air Force in future. I doubt I would have been able to lead the team as effectively had I not spent the past few years developing a deeper understanding of gender issues and the challenges faced by women working in non-traditional fields.

What have been the advantages of combining research and practice for you?

One the greatest advantages of combining research and professional practice is the ability to actually work towards removing many of the barriers to women identified through my research. In the darkest and most frustrating hours of thesis writing (these seems to be growing in frequency as my deadline approaches!) I like to remind myself that beyond any contribution to theory or personal academic achievement, the research will ultimately make a huge difference to military women, both now and into the future - which is incredibly gratifying.

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One example of the numerous initiatives we have developed in response to some findings from my research is a guide called ‘Flying Solo’ which will be provided to all women at the commencement of their pilot career. We now know that most young women entering the military training environment in fields that are heavily dominated by men really struggle with negotiating their femininity; especially in the training context.

Their desire to be accepted is incredibly strong, and many younger pilots will suppress their feminine selves in order to ‘fit in’ and become a part of the group. One interviewee, now in her 30s, noted that she would hunch over and try to hide the fact that she had breasts - so strong was her desire to blend in and become ‘one of the boys’.

Another gender-based challenge facing women pilot trainees is the heightened visibility that comes purely from being different. It is impossible to just ‘blend in’ and ‘fly below the radar’ if your mistakes are obvious on the radio (because yours is the sole female voice!) and all of the instructors know your name! While some women did not find this visibility to be problematic, others did, especially at times when they were struggling with aspects of the curriculum.

Many more senior women interviewed in this study spoke passionately about lessons they had learned over the years and what they would do differently if they had their time over again. We have captured these stories and lessons learnt in Flying Solo, which will eventually be used as a template targeting women working in other non-traditional fields within Air Force.

Flying Solo speaks very frankly and openly about strategies that can be used to mitigate some of the challenges faced whilst undergoing training. The guide gives numerous examples of other womens’ experiences to provide guidance and create a sense that they are not alone in their challenges. A key feature of the guide is a contact list of women pilot mentors, who can be contacted at any time, day or night, to provide a friendly ear, sage advice or just a place where students can safely ‘vent’ if they feel the need (and they often do!). This is just one example of how the research is being used to develop practical strategies that will make a difference to all members working in other fields of non-traditional employment. We have developed a guide for instructors and male students too!

What is one gender issue in your workplace that you are passionate about and how are you trying to address it?

Our team is very much focused creating greater gender equity in Air Force by encouraging higher numbers of women to go into those fields that are considered non-traditional for women. To achieve this, we have a dedicated project team called Project WINTER (Women In Non Traditional Employment Roles) which is targeting the recruitment, retention and progression of women in fields like engineering, the technical trades, aviation roles, and of course, combat roles in 2013.

We believe that higher numbers of women in these roles will enable Air Force to capitalise on the full range of talent available from Australian society. Because so few women elect to pursue military careers at the moment, we find ourselves only fishing in half of the ocean when it comes to recruiting for many Air Force roles. T- there is a whole group of women that we just aren’t accessing. We also feel that greater diversity across all Air Force roles will produce enormous capability benefits for Air Force – numerous studies have shown that diverse teams outperform homogenous teams in almost every sense. Further, the more women that enter these fields, the better it will be for the women who are there; greater support, less novelty factor, more tangible role models, and less social isolation are just some of the benefits.

In your experience, what is the key to making diversity and gender awareness part of everyday business?

In an Air Force sense, there are three key dimensions to engendering diversity: cultural behaviour within the organisation (and the effect on organisational systems and processes); initial attraction to non-traditional employment; and retaining women, particularly after they experience a break in Service (through maternity leave or for other reasons). Targeting all three aspects requires significant effort, resources and an underlying strategic intent to bring about positive change.

If organisations seek to make real gains in gender and diversity, the key is to make it an organisational priority and provide dedicated resources to achieving those diversity objectives. Occupations in Australia (and most of the world) are still heavily gendered, despite formal barriers being removed, programs designed to actively encourage girls into maths and science fields, and the every-day mantra that 'girls can do anything'!

Of course both women and men can do anything - but most don’t. It has proven extremely difficult to undo lifetimes of stereotyping and gender socialisation. I believe that all organisations play a critical role in developing the types of entry pathways, targeted initiatives and retention strategies will bring about real change in the gender make-up of our workforces in the future.

This is the ‘field of dreams’ approach – if you build it, they will come. But before building the field, we need to develop a sound understanding of exactly what the barriers are, and then work towards actively mitigating those barriers. For example, research shows that many women join traditional roles (clerical, health science) in Air Force, without even considering any other career options. Women also question their own ability to succeed in these non-traditional roles, primarily due to an under-confidence in their maths and technical skills. Women also hold perceptions that certain jobs will be too dirty, too difficult and ‘not a job for me’.

Knowing this enables us to develop specialised entry and training pathways that incentivise entry into these roles, change women’s perceptions about the job; help women to develop confidence in their own abilities; and provide women with the skills required to succeed in these roles (preferably with a number of other women to provide support and friendships as they progress). It can be done, but not without hard work, resources, ingenuity – and good underpinning research!

For further information, please contact us at The Bickley Blog

The Power of Motivation and Engagement

2012-02-09T11:48:00.001+08:00

The Motivational Power of Progress and Meaningful Work

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One of the vital tasks of those in leadership or executive positions is to ensure that the people in their organisation are engaged. Engagement impacts employee wellbeing and the organisation's bottom line through it's influence on creativity, productivity and commitment.

In their book "The Progress Principle" and in recent Harvard Business Review articles, authors Terese Armabile and Steven Kramer reveal that the single most important influence in the level of engagement in people's jobs is making progress in meaningful work. Drawing on a multi-year research project, they argue that managers at all levels are routinely and mostly unwittingly undermining the meaningfulness of work for people in their organisations.

The authors outline a number of "traps" that senior managers fall into, that if avoided can "boost the odds of tapping into the motivational power of progress".

Trap 1 - Mediocrity Signals

Your company aspires to greatness as expressed in it's mission statement; your words and actions and tendency to be risk-averse signal that you are more comfortable being ordinary. Not very inspiring!

Trap 2 - Strategic Attention Deficit Disorder

You start and abandon strategic and tactical initiatives frequently. There is not enough time to discover whether initiatives are working and there is insufficient communication to team members when making shifts.

Trap 3 - Corporate "Keystone Kops"

You think that the everyday workings of your company or group are running smoothly, but you are unaware of the mayhem and chaos that actually exists. Conflicts between company functions due to a lack of coordination and support makes it difficult for people to maintain a sense of purpose.

Trap 4 - Misbeggoten BHAGs

BHAGs (Big Hairy Audacious Goals) express the goals of an organisation that connect with people's values and this helps infuse work with meaning. But if these goals are too extreme, or grandiose, or vague and confusing they create little meaning for people in the company. This destroys a sense of purpose.

Can you recognise any of these traps in your organisation? Have you fallen into any of them yourself? What can you do to avoid them and create meaning and purpose that motivates your people towards greatness?

Extreme Motivation

Following the theme of motivation - something fun from the TEDx Talk series. This one features Diana Nyad, a long distance swimmer in the 1970's. At 60 years of age, she attempted her longest swim ever - from Cuba to Florida. She speaks about how to prepare mentally to achieve an extreme dream, and asks: What will YOU do with your wild, precious life?

On the Horizon...

2012-02-02T11:54:00.001+08:00

International Women's Day 2012 - Perth Events

Empower Women, Empower a Nation
International Women's Day Breakfast presented by UN Women

Friday 9th March 2012
Perth Convention and Exhibition Centre
7:00 am - 9:00 am (seating from 6:45am)

The guest speaker for this event is Sally Sara - ABC Afghanistan Correspondent. Sally is an award winning journalist and foreign correspondent with the ABC. She has reported from more than 30 countries including Iraq, Lebanon and Sierra Leone. Sally has spent the last year covering the news from the frontline of the war in Afghanistan. During her career, she has broken the glass ceiling, as the first female correspondent appointment to the ABC's Africa, South Asia and Kabul bureaus. Sally has written for The New York Times and The Boston Globe and is the author of the best selling biography "gogo mama".

For further details and to book your tickets on line at http://www.unifem.org.au/iwd/Events/wa

The Chamber of Minerals and Energy of Western Australia Women in Resources Awards

Thursday 8th March 2012
Level 7, 12 St Georges Terrace, Perth WA
7:00 am - 9:00 am

The Women in Resources Awards will be presented over breakfast on International Women's Day. The awards recognise individuals and organisations working to build a world-class industry which provides attractive career opportunities and enhances the recognition and participation of women in the sector.

The keynote address will be given by Ms Nicole Hollows, former Chief Executive of Macarthur Coal Limited. She will share her stories of success, proving that women can and should occupy senior positions within the industry and make valuable contributions to their companies, sector and the community as a whole.

For further details and to register your attendance, please visit the CME website. Registrations close 1st March 2012.

Worldly Women
Hosted by EveryWoman Business Events

Thursday 8th March 2012
Grand Ballroom, Hyatt Regency Perth, 99 Adelaide Terrace, Perth WA
11:30am (for 12 noon) - 1:30pm for adult attendees
10:45am - 2:15pm for student attendees for a FREE career expo and networking opportunities

Be inspired by dynamic twenty-one year old social entrepreneur and 2010 and 2011 Finalist for Young Western Australian Citizen of the Year, Holly Ransom; Interventional Cardiologist at Sit Charles Gardener Hospital, Director of the National Heart Foundation WA Branch and founding member of the Go Red for Women campaign, Dr Michelle Ammerer; Rio Tinot's Health and Safety Manager of International Development and Expansion Projects, Monique Swanson; and Commissioner for Equal Opportunity and a former Minister in the WA Government for five years, Yvonne Henderson.

Presented by Rio Tinto and proudly supported by major partner The University of Western Australia, World Women ticket bookings are open. Complete the registration form via the EWBE website or call Hannah on (08) 9476 9428. For further details, please visit the EWBE website

On the Horizon...

2012-01-24T06:00:00.000+08:00

Women in Diplomacy

In February, Young UN Women Australia - Perth are holding Women in Diplomacy. If you have ever wanted to work overseas, at the UN, or in international affairs this is the event for you!

The speakers are:

United States Consul General Ms Aleisha Woodward
Malaysian Consul General Ms Hamidah Ashari
Ms Emma Kerslake, Department of Foreign Affairs and Trade
Former Australian diplomat Dr Sue Boyd

Event details:

WHEN: Thursday 2 February 2012
TIME: 6 for 6:30pm start - 8:30pm
WHERE: Freehills, Level 36, QV1 Building, 250 St Georges Tce, Perth
PRICE: tickets $20 for UN Women financial members, $25 for non-members via http://www.trybooking.com/BCJB

Women on Boards 2012 Next Generation of Corporate Leaders Program

Applications for the Women on Boards 2012 Next Generation of Corporate Leaders program are one until Friday 27 January. This high level learning and development program has been designed to provide women with the skills to:

Achieve an executive or "C Suite" role
Gain a seat at the board table
Be successful and have an impact once they are there

For more information on the program: click here

Women as Global Leaders Conference

In March, the Women as Global Leaders Conference returns to Zayed University, Abu Dhabi (13-15 March 2012). The theme for the 2012 conference is Women as Global Leaders: Creating a Sustainable Future for the World. Some amazing keynote speakers, including Sigourney Weaver (actress and environmentalist), Hala Gorani (CNN Anchor and Correpondent) and Manal Omar (United States Institute of Peace).

For information of the conference program and registration, please visit the conference website http://www.zu.ac.ae/main/en/wagl2012/about.aspx

The Bickley Blog is back for 2012

2012-01-19T14:20:00.006+08:00

We hope that the new year has started well for everybody. It's been a busy one here at The Bickley Blog with a family wedding for one proud Bickley Blogger, a new trimester starting at the Graduate School, and an overseas move imminent for another of the team. Only three weeks into the new year, it's certainly shaping up to be an exciting and eventful one!

New for 2012 - The Bickley Blog is now on facebook and twitter. You can now keep in touch with us through your social media accounts and it will be easy to share our posts with your friends and followers. Find the Facebook and twitter buttons at the top right of the blog.

We are also starting two new blog post series this year. The first series - Spotlight On... will feature the amazing women in our communities - women leaders, emerging and aspiring leaders and also researchers from around the world that are passionate about understanding gender, leadership and the world of work. Our second new series - Out on the Town... will be a monthly wrap up of the events or conferences that we have attended. Think of us as the Joan and Melissa Rivers of the women in leadership space.

As always, we will continue to bring you details of upcoming events and happenings through On the Horizon... as well as reviews and links to the latest women in leadership research, news and releases. We are always happy to hear from our readers so should you have an event or some news to share with us, please drop us an email: mbcgsb@gmail.com

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Upcoming Conferences - EGOS 2012

2011-11-24T11:06:00.001+08:00

The 2012 European Group of Organizational Studies (EGOS) 28th Colloquium is being held in Helsinki, Finland from July 5-7, 2012.

The call for short papers opens on December 1, 2011 and closes on January 16, 2012. A number of sub-themes might be of interest to Bickley Blog readers involved in the academy:

Sub-theme 01: (SWG) Doing Career Research: Applying Varieties of Disciplines, Theories and Methods

Sub-theme 04: (SWG) Challenging Inequality: Changing Gender and Organizations

Sub-theme 18: Redesigning Leadership in Organizations: The Economic Imperative and Ethical Practice

Sub-theme 33: Elites and the Design of Institutions, Industries and Organizations

Sub-theme 42: Women and Work: Effective Designs, Satisfying Relationships

There are 57 sub-themse available. For further details and registration information please visit the EGOS 2012 website

Not for Profit, Charitable and Community Sectors - Women on Boards survey

2011-11-24T09:05:00.001+08:00

Women on Boards are currently conducting a survey on the gendered nature of senior management and boards in the Not for Profit, Charitable and Community sectors.

If you are on the board, or employed in these sectors, please assist by completing this 8 minute survey:

http://www.surveymethods.com/EndUser.aspx?AA8EE2F8ADEAFEFEAE