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Gender Diversity Australian Leadership Awards Fellowship Conference Friday 9 November

Gender Diversity Australian Leadership Awards Fellowship Conference Friday 9 November. Agenda. Diversity Explained Global picture What’s happening in your country? Global status The Medical Landscape ROI of Diversity Actions. What is Diversity?.

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Gender Diversity Australian Leadership Awards Fellowship Conference Friday 9 November

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  1. Gender DiversityAustralian Leadership Awards Fellowship ConferenceFriday 9 November

  2. Agenda • Diversity Explained • Global picture • What’s happening in your country? • Global status • The Medical Landscape • ROI of Diversity • Actions

  3. What is Diversity?

  4. Workplace diversity refers to the differences that people bring to their jobs on the basis of gender, age, race, ethnicity or professional background. Those differences have a direct and/or indirect influence on the work performed. Most countries view diversity and inclusion as a Western concept even though many of their employees are facing the same issues covered in traditional diversity and inclusion programs, including; gender, GLBT, religious issues in India, generational, immigration, race, ethnicity, disability issues in the UK and Europe, work-life balance issues in East Asia, gender issues in South and Central America,  What is Diversity?

  5. What is Gender Diversity?

  6. Gender diversity has existed throughout history and across cultures. The concept is based on a distinction between sex (the physical characteristics that identify individuals as male or female) and gender (an individual’s sense of being a man or a woman, or a combination of these). Gender-diverse people define themselves, and behave, in ways that are not expected of people with their biological sex. They are often described as ‘transgender’ or ‘trans’.. What is Gender Diversity?

  7. The sex ratio for the entire world population is 101 males to 100 females.The Central Intelligence Agency of the United States. CIA Fact Book 2012 Pink = Female higher than male Green = Equal Blue = Male higher than female Grey = No data World Statistics

  8. Cambodia - Statistics The Cambodia Inter-Censal Population Survey (CIPS) showed an estimated population in Cambodia on March 3 2004 of 12.824 million people. Approximately 51.7% of the total population was female and 48.3% was male. According to CIPS 2004, out of 2.5 million households in Cambodia, 29.2% of households were headed by females.

  9. Cambodia – What’s happening? The Cambodian Center for Human Rights (CCHR) is a non-political, independent, nongovernmental organization that works to promote and protect democracy and respect for human rights in Cambodia. CCHR’s vision is of a non-violent Cambodia in which people enjoy their fundamental human rights, are treated equally, are empowered to participate in democracy, and share the benefits of Cambodia’s development. See latest: COMING OUT IN THE KINGDOM: LESBIAN, GAY, BISEXUAL AND TRANSGENDER PEOPLE IN CAMBODIA December 2010 • Female 3rd level students 2005 – 34% • Seats held by women in Parliament 2010 -21% CCHR welcomes the UN resolution on sexual orientation and gender identity ("SOGI"), and releases a Khmer translation of the Yogyakarta Principles June 2011 Women in Labour Force 73% but 6% Paid (2004)

  10. Vietnam- Statistics

  11. The first trans-gender legally recognized in Vietnam VietNamNet Bridge – A man who has become a woman after a transgender surgery in Thailand has become the first transgender in Vietnam and has been recognized by the authorities as a woman.  Sept 2012 Vietnam - What’s Happening?

  12. Solomon Islands/ Vanuatu - Statistics Population:584,578 (July 2012) Population: 256,155 (July 2012 est.) Sex Ratio:15-64 years: 1.04 male(s)/female  Sex Ratio: 15-64 years: 1.03 male(s)/female  Physicians density:0.116 physicians/1,000 population (2008) country comparison to the world: 162  Hospital bed density:1.4 beds/1,000 population (2005) country comparison to the world: 126 

  13. Solomon Islands– What’s Happening? Sept 2011 - Government acknowledged and recognized international human rights standards, it would be too early, within the context of the Solomon Islands, to discuss and pass legislation on decriminalizing sexual relations between consenting adults of the same sex. Proportion of seats held by women in parliament (%): 0. Women have comprised more than 51.9% (2006) of the Solomon Islands workforce. In 2010, the Solomon Islands Cabinet approved a new Violence Against Women policy.

  14. The Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) was ratified in 1995. Proportion of seats held by women in parliament (%): 3.8. Women comprise around 49.6% (2006) of Vanuatu’s workforce. Vanuatu’s 2009 Family Protection Act is the only stand-along domestic violence legislation that exists in any Pacific Island country. Vanuatu

  15. Population: 43,013,341 (July 2012 est.) Sex Ratio:15-64 years: 54.8% (male 11,765,106/ female 11,787,917) HIV :1.5 million (2009 est.) country comparison to the world:4  Due to HIV/AIDS, women today head one third of Kenya’s households. Women make up 80 % of the agricultural workforce and they do 70 % of the work in the production of cash crops. However, they only get 60 % of agricultural income. Women are not allowed to own livestock, yet they perform 50 to 90 % of the labour in livestock rearing.  Kenya

  16. The governmental Kenya National Commission on Human Rights reported in April 2012 that, LGBIs are discriminated, stigmatized and subjected to violence because of their sexual orientation. In cases where they need medical care, they suffer stigma perpetuated by health care providers who breach their privacy and confidentiality by exposing their sexual orientation to other colleagues at the facilities. LGBIs face physical harassment by members of public who mock and assault them for practicing "unnatural" sexual relations. Lindsay is a transgendered woman living in Kenya who shares her life and her journey to womanhood on her blogLiving Lindsay- My life as a transgender girl in Kenya

  17. 161,083,804 (July 2012 est.) Country comparison to the world:8 Sex Ratio: 15-64 years: 0.9 male(s)/female Bangladesh is world famous for programs meant to reduce women’s poverty, yet for decades it has ignored how discriminatory personal laws drive many women into poverty. With many women precariously housed or struggling to feed themselves when their marriages break down, Bangladesh should immediately reform its personal laws, fix its family courts, and provide state assistance to poor women. ArunaKashyap, Asia researcher for women's rights Sept 2012 Bangladesh

  18. Global Status Quo

  19. The medical field

  20. U.S. Bureau of Labor Statistics for 2008 indicate that 68 %of physicians are male and 90% of registered nurses (RNs) are female .

  21. In medicine, paediatrics is one of the few specialties in which the majority of the practitioners are women. • American Medical Association (AMA) • 2006 (most recent data available), • 15.6% of internists and 12 %of general surgeons were women • Obstetrics and gynaecology 36.8% female • 2008/9 • Female residents are also in the majority in paediatrics (63%), dermatology (62%), and medical genetics (59%). • Surgery specialties are on a path to continue to be overwhelmingly male-dominated: • Neurosurgery and orthopaedic surgery-88 %, thoracic surgery-85 %. Virtual Mentor.January 2010, Volume 12, Number 1: 41-45.

  22. What is the business payoff?

  23. 180 publicly traded companies in France, Germany, the United Kingdom, and the United States over the period from 2008 to 2010. Company data used women and foreign nationals on senior teams. Executive-board diversity, ROEs were 53% higher, on average, than they were for those in the bottom quartile. At the same time, EBIT margins at the most diverse companies were 14 % higher, on average, than those of the least diverse companies (exhibit). Returns on equity (ROE), and margins on earnings before interest and taxes (EBIT)

  24. What do women want?

  25. What does Diversity bring to the workplace?

  26. 1 Treat gender diversity like any other strategic business initiative, with a goal and a plan that your company monitors and follows up at the highest levels over many years 2. Ask for—and talk about—the data, sliced and diced to identify ‘pain points’ in the pipeline by business, geography, and function. Go well beyond measuring success by the number of diverse talent at the top Make sure your entire top team and those who report to its members are accountable for the numbers, and brainstorm about what it will take to improve them. 3. Establish a culture of sponsorship, encouraging each top executive to sponsor two to three future diverse leaders, including women 4. Raise awareness of what a diverse work environment looks like, celebrating successes to reinforce the mind-set shifts you desire. Top executives who work hard to encourage diversity of thought across a company will increase everyone’s determination to bring the best to work Your Actions

  27. A workforce that reflects the diversity of the population served is associated with improved access, patient satisfaction, communication, research, and positive outcomes. In perhaps the best of all worlds, the gender diversity of medicine and nursing would more closely resemble that of our patients. As professionals, however, we must be able to do what is best for our patients (in their minds as well as ours) regardless of our own personal characteristics. We cannot become more diverse overnight, but while we strive for that goal, we can respect and value each others’ knowledge and expertise, collaborate for the good of our patients and each other, and treat each other with civility. Virtual Mentor.January 2010, Volume 12, Number 1: 41-45.Diversity

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