42 per cent of Australian Businesswomen unsure if the NBN will increase productivity
August 31, 2010
Despite the Government’s plan to invest more than $43 billion to build the National Broadband Network, more than two fifths [42 per cent] of Australian business women reported that they were not sure if the NBN would increase their productivity at work, according to a survey released today by the Australian Businesswomen’s Network (ABN)
The survey conducted by ABN, a national community of nearly 20,000 businesswomen, is based on the responses of 395 participants and focuses on businesswomen’s views on social, environmental, political and other topical issues impacting women.
According to Suzi Dafnis, Community Director of ABN, increasingly business is being carried out online and therefore small businesses rely heavily on the use of the internet everyday for their business to run smoothly and efficiently and progress new opportunities via the internet.
“These figures reveal that although small businesses rely heavily on the internet it is unknown whether faster internet speeds will actually lead to increased productivity. There is naturally a lot of uncertainty about how the NBN will be rolled out given the election, but the research (which was conducted prior to the election campaign) shows that about a 31 per cent of respondents were uncertain as to how they would apply any benefits, another third (28 per cent) were very optimistic about its impact,” said Dafnis.
Other key findings of the research:
- Tax concessions were reported by more than two fifths of the participants as the main incentive to reduce the environmental impact of their business.
- The overall confidence of business growth was positive with 22 per cent reporting that they expected their business to increase significantly and 39 per cent reporting that they expected their business to increase marginally.
- Nearly three quarters of Australian business women are using social media as part of their marketing strategy.
- Interestingly, 13 per cent of businesswomen are using social media tools for more than 50 per cent of their marketing initiatives.
The results of the Australian Businesswomen’s Network Quarterly Index were analysed and compiled by Tribe Research. www.triberesearch.com.au . This is the first ABN Quarterly Survey. It was hosted in June 2010 and is an ongoing research project which will be undertaken by the ABN every quarter.
About the Australian Businesswomen’s Network
The Australian Businesswomen’s Network is the peak organisation supporting women in business to provide them with the skills to start, manage and grow their business. With over 20,000 members, the ABN caters to the largest community of women business owners and entrepreneurs in the country. The Australian Businesswomen’s Network provides training and mentoring for women across Australia. Its advocacy initiative, herVoice, was created in response to numerous requests for the ABN to take a leading role in public policy development, advocacy and lobbying on issues relating to Australian businesswomen and female entrepreneurs. For more information visit: www.abn.org.au
This media release was prepared by Espresso Communications. Espresso Communications prides itself in bringing a distinct flavour to the way they connect with stakeholders and a fresh approach to communications. Espresso Communications fills a gap in the market place by offering clients the breadth of skills of a large agency, without the overheads. Visit their website for more details: – www.espressocomms.com.au or call 02 9909 113.
Bouncing Back
August 31, 2010
By Cat Matson, Alito
I asked a group of managers today how they would describe ‘resilience’. Their respose was ‘how you bounce back’. We then proceeded to have a conversation about maintaining one’s resilience in times of change and stress.
I know from my own experiences of the last few years, resilience can be a resource that slowly wears down. I don’t ‘bounce-back’ as easily as I did 5 years ago, and the conversation got me wondering about we, as Business Leaders and busy women increase our bounce-back-ability.
Rest
For me, a key part of my diminishing ‘elasticity’ is in large part attributed to my new parenting role. My eldest turned five last month, my second and youngest is two and a half. There is rarely a night where I’m not interrupted at least once by at least one of them. The interruptions are short and easily dealt with now, but long gone are the days of a solid eight hours of uninterrupted sleep.
I’m also guilty of working late into the evening, largely because I want to and I find that I’m quite productive when I do. However this has a knock-on effect in terms of sleep. Late to bed, interrupted and still early-up to meet the day’s commitments. There’s no doubt more sleep would make the world of difference.
In addition to the sleep is of course just ‘down-time’. I know I’m not alone that as working parents (this is no longer a women-only issue) we are always ‘on’ and there is little opportunity for our own rest and rejuvenation. That of course impacts our resilience resources.
Network
Another contributor to our resilience I think is our ability to bounce ideas and share a common reality. Being a business owner can be lonely at times and there are often few people we can ‘unload’ to. This means thoughts, emotions and frustrations are often bottled up or, if you’re like me, continue in a monotous loop of random internal dialogue. If you’re going through a challenging time, this internal dialogue can have a very slow yet profound impact on your state of mind and therefore your resilience. I noticed in the group I was working with today, the very fact they came from the same organisation and had together experienced rapid change at least normalised their feelings, they were all a bit ‘battered and bruised’ but their resilience was as affected as people who go through such experiences on their own.
Physicality
We know the importance of diet, exercise and personal health and well-being. Nothing more needs to be said. Except that it is important for reasons other than our physical health. Our mental health is dramatically affected too. I know my resilience drops when my exercise drops so finding any time for exercise is important.
They’re my random ramblings about improving my own resilience, my mental notes-to-self about improving my ability to bounce-back. I’m therefore curious and keen to share – what do you do? What works for you?
MORE GREAT BLOG POSTS BY CAT MATSON
- Asking the *Right* Questions to Get the *Right* Answers
- What Every Business Plan Should Have (But Most are Missing)
- Half-Time Address
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Cat Matson - Alito
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| Phone: | 07 3289 7055 |
| Email: | cat@alito.com.au |
| Website: | www.alito.com.au |
| Twitter: | www.twitter.com/catmatson |
| Facebook: | www.facebook.com/AlitoFusion |
| LinkedIn: | www.linkedin.com/in/CatMatson |
| Blog: | www.alito.com.au/blog |
| Member Profile: | See Cat’s Member Profile |
BE The Difference!
August 30, 2010
By Lisa Murray, Revive Business Coaching / Bliss Tribe
Do you cringe every time you hear the words ‘What makes you different?’ Do you think ‘Oh no. I still have no idea what my niche is’?
Do the words ‘Unique Selling Proposition’ and ‘Point of Difference’ make you go weak at the knees because in your heart you just know that your business is a lot more ‘same same’ than different to your competitors?
Here’s three secrets that will give you relief from these miserable symptoms of business boringness.
1. Design Multiple Differences
Anyone can copy one or two points of difference – it is the unique combination of multiple factors that will actually make your business different. And the more out of the box and opinionated you are in promoting your differences, the stronger your brand will be… as long as your differences align with your customer’s requirements. So don’t go looking for one big impossible to find point of difference – go looking for 10 or 20 smaller ones that combined make you look like the company your customers have been waiting for!
Find out what they hate about your industry and fix it! Discover their pain points and go beyond their expectations! Use your constraints to create unheard-of solutions. And then be a curator: often it’s what you leave out that leaves the largest impression. Create a combination of differences that is impossible to copy!
2. Be Yourself
It’s common to see new businesses earnestly emulating their more established competitors. No-one is interested in swapping to a clone of their existing supplier. The risk is all on your clients side. In every industry there is space for a wide variety of ice-cream flavours – just because plain vanilla is popular, doesn’t mean all clients will choose it (and often the margins are smaller)! Have a good look at who your ideal clients are. Find the quirky twists that you enjoy and they appreciate and form your brand around these. You’ll create raving fans instead of dutiful dinosaurs – a much more progressive and profitable base to build a business on!
3. Engage Clients Creatively
Once you know how you’re different, show your clients the difference, rather than telling them. Allow your differences to shine through at the client touchpoints which have the most impact or influence. Be willing to be seen as different. When you start getting word of mouth clients regularly, media requests and hearing gossip about your business you’ll know your ‘be the difference’ strategy is working!
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Lisa Murray - Revive Business Coaching/Bliss TribeLisa Murray is an experienced business mentor who brings bliss back into your business. Her holistic, unconventional and creative strategies help small business owners design authentic, ease-filled and profitable businesses. Through her BlissTribe community, Lisa is a catalyst for business owners to choose a phenomenal, rich and joyful life without compromise! The sky is not the limit… there are no limits… unless you choose them! Lisa connects the dots for you… she is an idea generator, a sounding board, a skilled facilitator, a strategist, a problem solver and a contribution to the authenticity and potency of you creating the business you truly desire and deserve. What else is possible? Ask and you will receive!!
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Social Media Drives Marketing Strategies for 75 per cent of Business Women
August 30, 2010
Nearly three quarters of Australian businesswomen are using social media as part of their marketing strategy, according to a survey released today by the Australian Businesswomen’s Network (ABN).
The survey conducted by ABN, a national community of nearly 20,000 businesswomen, is based on the responses of 395 participants and focuses on businesswomen’s views on social, environmental, political and other topical issues impacting women.
According to Suzi Dafnis, Community Director of ABN, social media tools such as Twitter and LinkedIn are firmly established as an important component of a business’ marketing strategy.
“Our survey reveals 41 per cent of respondents use social media for 10 – 25 per cent of their marketing strategy and 13 per cent use it for 26 – 50 per cent of their marketing strategy.
Interestingly, 13 per cent of businesswomen are using social media tools for more than 50 per cent of their marketing initiatives. This really tells us that social media is providing Australian businesswomen with a low cost and accessible means to reach the wider community,” said Dafnis.
Other key findings of the research:
- Tax concessions were reported by more than two fifths of the participants as the main supporter for them to reduce the environmental impact of their business.
- The overall confidence of business growth was positive with 23% reporting that they expected their business to increase significantly and 39% reporting that they expected their business to increase marginally.
- The highest proportion of participants, more than two fifths [42%] reported that they were not sure if the National Broadband Network would increase their productivity. 31 per cent of women surveyed were not optimistic with just 28 per cent saying they were optimistic.
The results of the Australian Businesswomen’s Network Quarterly Index were analysed and compiled by Tribe Research. This is the first ABN Quarterly Survey. It was hosted in June 2010 and is an ongoing research project which will be undertaken by the ABN every quarter.
About the Australian Businesswomen’s Network
The Australian Businesswomen’s Network is the peak organisation supporting women in business to provide them with the skills to start, manage and grow their business. With over 20,000 members, the ABN caters to the largest community of women business owners and entrepreneurs in the country. The Australian Businesswomen’s Network provides training and mentoring for women across Australia. Its advocacy initiative, herVoice, was created in response to numerous requests for the ABN to take a leading role in public policy development, advocacy and lobbying on issues relating to Australian businesswomen and female entrepreneurs. For more information visit: www.abn.org.au
This media release was prepared by Espresso Communications. Espresso Communications prides itself in bringing a distinct flavour to the way they connect with stakeholders and a fresh approach to communications. Espresso Communications fills a gap in the market place by offering clients the breadth of skills of a large agency, without the overheads. Visit their website for more details: – www.espressocomms.com.au or call 02 9909 113.
Women in Business – A Community of Sharing
August 27, 2010
This story about the Australian Businesswomen’s Network’s award-winning MentorNet program recently appeared in Switzer news. Mentor Leonie Jackson spoke of her experience supporting three women in growing businesses. You can read the story here. The 2011 MentorNet program starts in March.
Not sure if a mentor is the right solution for your business? Ask about our free 30-minute Are You Mentor-Ready consultation.
BOOKED for Lunch – Power Friending by Amber Mac – Free Webinar
August 27, 2010
National – 22 September 2010
When it comes to social media, whether it’s Facebook or Twitter or the latest video blog, the tools evolve quickly, the rules change rapidly, and the technology feels more and more complex. But making social media work for your company doesn’t have to be complicated or expensive. In Amber Mac’s compact yet thorough guide, Power Friending: Demystifying Social Media to Grow Your Business, she shows you how to effectively harness the online world to grow your business.
Join us on 22 September when Amber Mac takes part in BOOKED for Lunch - Free Webinars with the world’s leading business authors and thinkers.
BOOKED for Lunch Details:
Power Friending: Demystifying Social Media to Grow Your Business - National
| Date: Times: Venue: Price: |
Wednesday, 22 September 2010 12.00pm to 1.00pm AEST approx. (Check your timezone.) Webinar, from the comfort of your home or office. Free |
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Note: You will need internet access to participate in this GoToWebinar. Call costs may apply if you do not use VoIP (Voice over Internet Protocol). Learn more about GoToWebinar.
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About the BookPower Friending: Demystifying Social Media to Grow Your Business - NationalWhether you’re a blogger, a small company, a well-known global enterprise, or an aspiring queen of the Internet, Amber Mac shows how to make the most of social networking tools, including:
This isn’t a book of abstract theories or complicated strategies. Mac writes from personal experience: she built a huge fan base through social networking. She also draws on real-life and up-to-date examples to give you the information you really need in order to establish and maintain credibility and meaningful relationships online. |
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About the AuthorAmber MacAmber MacArthur is a new media consultant, speaker, author, and journalist. As co-founder of agency MGImedia.ca, her team has managed social media initiatives for Tony Robbins, Canada Goose, Rogers, the American Dental Association, among other organisations. She is also an exclusive speaker with The Lavin Agency where she keynotes dozens of conferences across North America every year. As a new media journalist, she currently hosts Webnation on CP24, commandN.tv, and net@night with tech guru Leo Laporte. Amber’s book, Power Friending: Social Media Strategies to Grow Your Business, is now in stores. |
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About the BOOKED for Lunch Webinar SeriesThe BOOKED for Lunch webinar series are free lunch-time webinars that feature bestselling business authors and thinkers. Presented by the Australian Businesswomen’s Network and GoToWebinar, these events are open to men and women who seek to expand their business education and to be inspired by thought leaders who will present new trends, big ideas and pose thoughtful questions. To participate, all you need is access to the internet. So, book yourself in for the next BOOKED for Lunch series and get ready for some powerful food for thought. |
What is a webinar?
A webinar is a web-based seminar. To participate, you need internet access. Instructions will be sent to you on receipt of your registration. This webinar is brought to you by GoToWebinar, Web events made easy. Visit GoToWebinar and start your free 30 day trial today.
What’s Next?
Register through our secure online shopping system. Upon registration, you’ll receive confirmation of your attendance. If you have any questions, you can send us an email or, call 1300 720 120.
IMPORTANT – LIMITED SPACES ON THE DAY
Your registration today indicates your intention to attend. This event is a free event. We therefore expect a percentage of those that register to not attend on the day. With this in mind, the ABN/Citrix GotoMeeting will oversell the event. We recommend you login early on the day (lines will open approximately 15 minutes before the webinar commences) for the best chance of securing your place. In the event that you arrive at a time when the capacity has been reached, you will not be able to attend the live session. You will, however, be sent a link to the recording of the webinar.
How to Win Business Awards
August 27, 2010
By Nerida Gill, Admin Bandit
“And the winner is….”
These four words make me giddy, and not just from nerves or anticipation. Having won a few prestigious awards, I know just how powerfully they speak for your business. Whether from industry, government or peers, this kind of recognition boosts your credibility, corporate image and morale, not to mention provides free publicity and opens new doors.
Here are my tips for winning and capitalising on awards….
Be In It to Win It
Is there an enchanted awards fairy who waves her magic wand over deserving businesses? Fortunately, there is not. Any business can nominate for awards — all it takes is the motivation to address sometimes hefty written selection criteria.
Get yourself in the loop the find awards. Sign up for newsletters and regularly check the following resources:
- Federal, state and local government business portals and advisory services
- Peak bodies and industry associations
- Small business media, including trade magazines, websites and blogs
- Google search “industry awards” and the name of your industry.
Stick to the Rules
Judges are at the top of their fields — they’re busy, in demand and stuck reading a mountain of applications, with a cup of coffee as their only companion. What’s more, their time is donated, so make yourself easy to like:
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Only apply for awards that fit with your business and where you are in the business cycle.
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Answer the questions … don’t ramble or stray off topic. If you don’t know what a question really means, call the award host for help.
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Keep your answers clear and simple … give as much information as you can in as few words as possible, and always choose small words over big, bureaucratic ones.
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Stick to word limits. If none are given, keep to a page per question or, again, call that host.
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Be professional — keep formatting basic and consistent, and pay attention to spelling and grammar.
Show You’re the Best
The essence of an award application is to demonstrate why you should win. Let me scribble the phrase “demonstrate why” so big that you can see it from space!
You need to show the judges that you’re the best by providing specific examples, case studies and statistics. For instance, “Independent tests show our product is three times safer than competing products”, “Here’s how our partnership with XYZ charity shows our commitment to the community”.
Bang the Gong
Tell the whole world when you win! Undertake a publicity campaign, even if the award organisers also do one:
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Send a media release
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Add the award to your email signature and use the phrase “award-winning” in all future marketing materials
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Make announcements on your website, newsletter, Facebook and Twitter
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Celebrate with a sale, or a party for close friends, associates and VIP customers
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Frame or display your award in your premises.
Want evidence that even the smallest snippet of publicity works? Here’s an excerpt from my Facebook page after my friend Claire recently won an award:
Me: Congratulations Claire Connelly!
Friend 1: Why?
Me: Claire from Papercut was crowned Highly Commended
Business Woman of the Year by the ACT Chamber of
Women in Business.
Friend 2: I’m curious – what is Papercut? What an awesome name for
a business. Am Googling now.
You Don’t Have to Win to Grin
So you didn’t win … perhaps you weren’t even short-listed. There are still ways to make that application work to your advantage:
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Attend any associated award social events. Pack your handbag with business cards and schmooze at presentation ceremonies, cocktail parties and sit-down dinners.
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Send hand-written “thank-you” and “congratulations” cards to the organisers and winners … you never know what relationships might develop.
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Learn from the winner and other finalists. Chat in person or look at their marketing materials and website to see what they do that you don’t.
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Awards selection criteria usually relate to core business, so revisit your business plan and fill any gaps.
Nerida Gill from Admin Bandit and Diane Thornton from Canberra Preschool Society partnered to win a Prime Minister’s Award in 2006 and 2007
MORE GREAT POSTS BY NERIDA GILL
- Get Positive: 5 Ways to Spring Clean Your Thinking
- Feed Your Business: 4 Delicious Lessons from Tuscan Food
- Work Smarter, Not Harder: How to Achieve Balance
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Nerida Gill - Admin BanditNerida Gill is the creator of Admin Bandit, a web-based accounting package designed specifically to make keeping the books easy for volunteer treasurers in community groups. After winning numerous business awards, Admin Bandit is in a growth phase after recently attracting external investment.
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Bridging The Generational Gaps in Your Workforce
August 26, 2010
By Caroline McAuliffe, ExeConnect
I believe all organisations benefit from a mix of generations making up their workforce but it could be argued that the older worker (boomer) is needed more than ever. Their experience and wealth of knowledge provides;
- a transference of invaluable knowledge between the generations;
- a transmission of your company’s purpose, vision and values to new hires;
- excellent mentors for younger employees;
- the know how and expertise to tackle ‘just in time’ special projects outside their usual roles, such as task forces or working committees.
Yet more of these workers are reporting to people younger than they are.
A recent survey conducted by a US Job Site for Mature Workers found that 43 percent of workers ages 35 and older said they currently work for someone younger than them. Breaking down age groups, more than half (53 percent) of workers ages 45 and up said they have a boss younger than them, followed by 69 percent of workers ages 55 and up. This survey was conducted from November 5 and November 23, 2009, among more than 5,200 workers.
This presents unfamiliar challenges that, if ignored, can prevent you from attracting, retaining, and engaging older employees.
Workers report that there are a variety of reasons why working for someone younger than them can be a challenge, including:
- They act like they know more than me when they don’t;
- They act like they’re entitled and didn’t earn their position;
- They micromanage;
- They play favorites with younger workers;
- They don’t give me enough direction.
Leaders that recognise the importance of employees working together to move the business forward, regardless of age, will continue to build success.
Leaders can help younger and older workers to recognise the value that each group brings to the table. By helping them look past their differences and focusing on their strengths, workers of any age can mutually benefit from those around them, creating a more cohesive workplace.
There are a few ways for organisations and younger managers to maximise the value provided by older workers. The key is in recognising that boomers’ needs differ from younger generations (Gen-X, Gen-Y and Millenials) and to adapt your management practices accordingly. A few suggestions:
Understand others’ point of view
Different generations tend to have differing opinions on a variety of topics, from management style to pop culture. Put yourself in the others’ shoes to better understand where they’re coming from.
Adapt your communication
Younger workers tend to favor communicating frequently using technology, such as e-mail and instant messenger. Older workers may prefer more face-to-face contact. Both parties should take this and other communication differences into consideration when interacting.
Keep an open mind
Try not to make assumptions about those who are of a different age group than you. All workers have different skill sets and strengths, so see what you can learn from others rather than making judgments based on their age.
Lead with mission
As employees age, they become more altruistic. Emphasize the positive impact of older workers’ efforts on the world around them.
Forge social connections
Many older employees keep working to maintain social relationships. Offer tasks that require interaction with others.
Provide different benefits
Tailor benefits or incentive schemes such as insurance programs or discounts on older workers’ interests. An emerging trend is for workplace wellness programs with a focus on older employees. Programs that educate older workers and help prevent complex and costly medical interventions help companies contain costs and enhance their employees’ quality of life.
Research
Research who your older workers are, what they want, and how to manage them for maximum value. Ask them what they value.
MORE GREAT POSTS BY CAROLINE MCAULIFFE
- Recruitment for Small Business Growth
- Greening Your Workplace and Skills
- Retaining Your Best People in Challenging Times
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Caroline McAuliffe - ExeConnect and Virtual Angels
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| Phone: | 0415 623 122 |
| Email: | caroline@execonnect.com.au |
| caroline@virtualangels.com.au | |
| Twitter: | www.twitter.com/ExeConnectAu |
| Blog: | virtualangelsau.blogspot.com www.execonnect.com.au/blog |
| LinkedIn: | au.linkedin.com/in/carolinemcauliffe |
| Member Profile: | See Caroline’s Member Profile |
Does your marketing need a shakeup?
August 24, 2010
Right now I’m reading Marketing Lessons From the Grateful Dead, a new book by David Meerman Scott (author of bestseller “The New Rules of Marketing and PR”) and Brian Halligan (founder of Hubspot).
I’ve learned that:
- I should watch but don’t follow my competitors
- Create a unique business model
- Rethink my marketing department
- Experiment at least 20% of the time
My marketing DOES need a shakeup. NOT because I’m doing anything wrong, but because an innovative approach is what’s needed. And, the book has already given me tips on how to go about shaking things up.
David and Brian have taken the lessons learned from legendary band The Grateful Dead and made these lessons sing with examples from today’s innovative businesses.
The authors are my guests on BOOKED for Lunch, free webinars with the world’s leading business book authors and thinkers.
All the details are here and you can register for free. The session includes a LIVE Q&A where you can ask the authors how YOU can outmarket your competition.
I hope you’ll join me. Call 1300 720 120 to register or register online here.
BOOKED for Lunch are free webinars brought to you by the Australian Businesswomen’s Network and GoToWebinar – Webinars Made Easy.
7 Career Myths about Women
August 24, 2010
By Suzi Dafnis, Australian Businesswomen’s Network
Why aren’t more women in leadership positions? Why is it, despite there being more women in the workforce than men, there are so few at the top of the corporate ladder?
Women on Boards, an organisation that champions the advancement of women into leadership and board positions recently held a breakfast at which this subject was the topic of discussion.
One of the speakers, Catherine Fox, Deputy Editor of Australian Financial Review’s BOSS magazine presented on the 7 Career Myths.
Below are two parts of a video interview in which we explore these myths and look at why they continue to justify the less-than-equitable state of business in Australia.
Part 1
Part 2
And, below you’ll find a summary of her 7 career myths.
See Catherine Fox Speak at Nice Girls Finish Second
Catherine is part of the panel of speakers at the Nice Girls Finish Second debate which will be held in Sydney on Friday, 27 August. Presented by AIM NSW, the event is a light-hearted and irreverent clash of the minds over fine wine and great food with some of Australia’s leading businesswomen (and a couple of men). Call AIM NSW on 1300 551 776 to register, and quote AIMABN when you book to receive a special ABN price. You can find more details here.
7 Career Myths
1. Work hard and you will be rewarded – workplaces are meritocracies
Most of our business senior ranks are men of a certain age. Meritocracies are made up of people who are the best of what they do. While a natural level of talent exists, it’s not across our business.
It remains, though unfair, that:
- Women are often excluded from informal networks within companies
- Women put more importance on building relationships than men
2. The gender pay gap is grossly exaggerated
The gender gap is at 18% and has not changed in 20 years (calculated on hourly earnings of people doing the same jobs). It broadens the further up you go. Part of this is due to the types of work, the roles that women take on as their expertise. 50% of women work in just three areas.
3. Women have children and choose to lose their jobs or lose interest in their careers
This is a handy way of fibbing off problems about gender. US study shows maternity leave takes up only a couple of years for most women. We still don’t have a viable market of party time jobs so you get off the career track, unfortunately.
“The motherhood penalty” is a situation where mothers are rated as less competent, less committed and less favourable as hires. Catherine talked about a US study where applications for senior roles were discriminated against when the applications had two items changed on them. a) the gender and b) the parental status. That is, when the applicants seemed to be women who were mothers they were overlooked as suitable candidates.
4. If women just behaved more like men at work and stopped being so emotional they would succeed.
Not a good piece of advice. And if it had worked, would we not all be doing it? Women are typically penalised for being aggressive.
5. Programs and targets for women in the workplace are unnecessary and unfair
This is informally rife. We don’t have an equal paying field. What we do when we come together (as women) in this way learn how we can support each other.
6. Women are scarce at the top because there’s not enough of them in the pipeline.
60% of women of working age are employed. More women graduates coming out of schools. We need to look at why educated women are not going up in the ranks.
7. Time will heal all
That has not been proven. And, the longer that we fail to see women in leadership positions the more convinced some will be that women are not suitable for those positions.
Advice: Sharpen your pins and puncture the myths. Set the record straight.
