When we look at our clients who have attained great success with the advancement of women, what we find is a significantly different culture around diversity than where they were when they started out.  At its very heart, a serious commitment to gender diversity and delivering on that priority does require and does lead to substantial changes in culture. 

Culture change initiatives by their very nature are a major undertaking and challenge. 70% of all significant change management initiatives fail to deliver the promised benefits. How do you make your gender diversity initiatives be amongst the winning 30%?

Emberin has the consulting expertise, experience and tools to guide organisations in this process, drawing on best practices, to set our clients up for success and improve their employee engagement along the way.

We have been recognised for our global best practice and we apply global best practices and methodologies to all client engagements – ensuring that if they are going to invest in this important area, their investment counts.  Quite simply we want our clients to be successful because the women and the men in those organisations and the organisations themselves will be more productive, innovative, engaged and profitable. Our knowledge in this area has been developed over a number of years through immersion, study, questioning, observation and implementation. We have a full suite of solutions that we can tailor to our client’s specific needs.

It’s important to understand what are the essential elements to making significant gains in the first 12 months. How do you enable traction and get to critical mass? What makes the difference between those companies that do achieve critical mass of women at the top and those that do not? What makes the difference between those companies that achieve critical mass breakthrough and gender awareness with their men and those that don’t?

 

What’s the purpose of a diversity council? How does it actually work and have influence? How do you set it up? Who should be involved? Emberin sits on a number of diversity councils and advises clients in this area. It’s not just another committee – it’s a key business driver.

How key is the involvement of CEOs and the Executive? How do you get your executive to become standard bearers? How do they fit with Diversity Champions? We have a solid track record in working with Heads of HR in securing buy-in of their executive and the funding required to ensure a quality program. Most executives genuinely want to make a mark here.

Every successful gender diversity program needs a framework that sets out what you are trying to achieve, how you are going to get there and how you will measure your success. Our framework takes a macro approach and covers all the bases so you can be assured that you have a holistic program that will deliver even stronger results. By using our tools, such as the 100 point checklist developed over five years of in-depth market experience, you can be assured that you will deliver a comprehensive program that will stand up to any analysis. It will give you the essential information needed for annual reports and other documents.

Many organisations are dominated by men at the top and often struggle with how to engage women within and beyond their organisation, yet at the same time they acknowledge it’s a challenge they need to take up. We can help with strategies and programs around:

 

How do you engage your male executive and your male managers and key influencers in being leaders, role models and activists in creating a different gender landscape within your organisations? How do men understand their role, their messages and deal with resistance to change? How do they bring up other men along with them?

The language you use in communicating your gender diversity initiatives, the angles you take and the tools you employ all have a bearing on the success of your programs. This is often complicated in workforces that have both white- and blue-collar staff.  

We have communications expertise and experience that we can provide to our clients to help with this critical messaging.

 

Strategy and planning are the essential forerunners for any diversity initiative, but ultimately you need solutions that are going to bring about the changes you are seeking:

 

In order to do that you need focused transformative programs that impact the personal and professional development of your staff – because gender is personal and it is business. No other gender diversity organisation in Australia offers the full service offering of consultancy and purposefully designed – and proven  – solutions.