What is the Kit?

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  • Chief Executive Women (CEW) is the pre-eminent organisation representing Australia’s most senior women leaders, with over 300 members. Our shared vision is "women leaders enabling women leaders".
  • The CEW Gender Diversity Kit has been developed to help your organisation understand the "fact gap" and what needs to be done to attract, develop and ensure employee retention of female talent.

Who is the Kit for?

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  • The CEW Gender Diversity Kit is designed for organisations large and small to understand their own particular circumstances.
  • It shows what they need to do to have more women in leadership roles and promote gender equality in the workplace

Who has used the kit?

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  • CEW spent over two years developing the CEW Gender Diversity Kit with the assistance of CEOs, Boards, Government Agencies and Academia.
  • It was then trialled with 10 leading organisations, all of which acknowledged valuable insight from its use.
  • Subsequently, the CEW Gender Diversity Kit has been used by over 100 large organisations.

What is in the Kit?

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  • Many of the companies that have used the CEW Gender Diversity Kit saw that it would be valuable to medium-sized and smaller companies. Therefore, CEW is now making the CEW Gender Diversity Kit available online free of charge.
  • The CEW Gender Diversity Kit consists of a Guide and a Charting tool, which is an excel spreadsheet. The Charting tool makes it easy to present the analyses in the Kit Guide.

What the Kit does

The CEW Gender Diversity Kit is built around 5 core questions. For each question, critical issues have been identified, useful analyses set out, common findings reported, and suggested actions provided. The charting tool presents graphical insight for your organisation.

For example, the first core question asks:

"Is identifying and promoting female talent a top priority for our CEO, leadership team and board?"

A critical issue is then: "Are we wasting female talent?" To drill down on this issue, an analysis looks at whether there are ghettos with high concentration of either men or women in the organisation.

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For example, the second core question asks:

"Are we appointing our fair share of
talented female employees?"

A critical issue is then: "Does our organisation have a glass ceiling?" To drill down on this issue, an analysis looks at whether the number of women falls off at certain levels.

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For example, the third core question asks:

"Is organisational culture driving
our female talent out?"

A critical issue is then: "What are the 'flash points' when female talent is at risk?" To drill down on this issue, an analysis looks at attrition rates by years of employment.

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For example, the fourth core question asks:

"Does our pay distribution
by gender tell a story?"

A critical issue is then: "Is there a significant difference in remuneration paid to male and female employees?" To drill down on this issue, an analysis looks at how average remuneration for men and women compare by level.

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For example, the fifth core question asks:

"Are we managing our female talent
for leadership roles?"

A critical issue is then: "Do we have workplace policies that actively try to retain talented women?" To drill down on this issue, an analysis looks at whether there are problems retaining women following a period of maternity leave.

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How to use it

As well as the PDF CEW Gender Diversity guide, the CEW Gender Diversity Kit includes a charting tool which is an excel spreadsheet to assist in presenting the analyses graphically.  It is possible to just download the CEW Gender Diversity guide. 

To get started, we suggest you start with the issues and analyses presented under Core Question 1.  After all, if making better use of female talent is not a priority for the senior leadership team, there is no point going any further.

After starting on the first question, move to the other questions depending on which one of them is most relevant to your organisation at this time. 

The CEW Gender Diversity Kit is meant to be used progressively, like peeling an onion, rather than all in one hit.