Advice for Career Mums: Juggling a career and family

Christine Tylee & Paul TyleeThrough managing a successful multi‐million dollar business and a family of three, Christine Tylee (pictured with her husband Paul) has become a master at organisation, setting goals and making time for herself.

When juggling the responsibilities of work life and being a mum, sometimes it seems impossible to keep all the balls in the air. Finding a balance between work and family is hard, but here are some strategies to help along the way.

1. Schedule ‘me‐time’

No matter how busy the day may be, it’s important to take time for yourself. Take a break from your desk and go for a walk -­‐ the fresh air will help to clear your mind. After the kids go to bed at night, try and have a relaxing bath and hide away for a short while, or why not read a book to relax and recharge. Making time for the small things will leave you feeling calmer, more energetic and who knows, you might even find yourself laughing more throughout the day.

2. Set your working hours

Don’t feel guilty for not answering a call or responding to an email and set an example by breaking out of the workaholic culture we create for ourselves. Insist on taking time for yourself and your family by leaving at a realistic time and switching off from work at the end of the day. Turn your computer off whenever possible, and avoid dividing your attention between your work and family when you’re at home.

3. Delegate

Don’t be afraid to delegate! As a mum, your list of daily tasks is never ending, so if you can outsource some of it. Whether it’s to a cleaner for a weekly spruce up of your house, a teammate to help you out on that project, or your mum to take the kids for an hour or two so you can take a nap, call on your support network whenever it starts to get too much!

4. Treat yourself

Spoil yourself with a treat every now and then – go on, you deserve it! Juggling work and family is tough, but contrary to popular thinking, it’s ok to recognise this and to spoil yourself when you need it. Head out for some retail therapy or invite the girls over for some cheeky cocktails.

5. Turn your home into your office

If the daily routine of commuting to work isn’t working for you, then wave it goodbye. Gain extra time with your family by working from home. It requires motivation and persistence, but by setting yourself daily or weekly goals you’ll enjoy newfound flexibility, and reap the benefits of spending extra time with your family.

About the Author
Christine Tylee is a consultant with The Body Shop At Home™. Through managing a successful multi‐million dollar business and a family of three, Christine has become a master at organisation, setting goals and making time for herself. For more information about joining The Body Shop At Home™ or holding your own ‘VIP spa experience’, please visit: http://www.thebodyshop.com.au/TheBodyShopAtHome.aspx

Meet the Women of Telstra

160_336x224Success as a company depends on great people. As one of only 16 companies in the ASX200 to be given a green light by Women On Boards for demonstrating a commitment to improving gender diversity within their organisation, Telstra is considered to be one of Australia’s most diverse and inclusive places to work.

For some women a career is about growth and progression, for others it’s about flexibility and balance – but it can also be about all these things. At Telstra, women and men are working together to create an inclusive environment so that Telstra is a great workplace for everyone. And, all Telstra people are encouraged to get involved and become champions of gender equality.

Over the next 6 weeks we will be introducing you to some of the incredibly talented and passionate women who make up the team at Telstra. The video series, Women of Telstra will focus on those topics which are most important to women, such as: career opportunity; meaningful work; and flexibility.

Each week a new video from the Women of Telstra series will be featured on the home page of Australian Women Online:

Week 1 – Meet the Women of Telstra

Telstra is a place for women. For women, they have created a workplace that’s supportive, challenging and flexible, where you’ll be working with talented people, some of the greatest minds in the industry!

Telstra says they are proactive and passionate about making sure that their workplaces are inclusive and that talented people can perform at their best. While parts of the business are traditionally male-dominated areas, Telstra says it is working very hard to make sure that the culture is right and that talented women have the opportunity to shine.

“We do this with specific policies about diversity, fairness and flexibility, and practices like mentoring,” says Telstra. “Our people managers have goals around the representation and retention of women. We have world-class tools, guidelines, tips, research, and support to help our people managers create a culture of inclusion every day.”

To serve their customers and to be a great place to work, Telstra is, and must continue to be, a place for women too.

More about what Telstra are doing for women, as well as our most recent objectives and results can be found at www.telstra.com.au/diversity

Leading business women say career breaks can also be an opportunity

Carolyn Creswell - Carman's Fine Foods 1A poll of Australia’s leading business women has revealed that while a career break is often perceived as negatively impacting a woman’s career, it can also be a catalyst to reassess a career path, become an entrepreneur, or try something new.

In recent a poll* of 115 state and territory finalists of the 2013 Telstra Business Women’s Awards, 89 per cent of respondents say women face challenges when returning to work after a career break – for extended travel, study leave, maternity leave or other reasons.

Thirty-six per cent say a break spurred women on to try something different, 55 per cent believe taking time out could be positive as it enables women to reassess their life and career, and 87 per cent agreed that taking on parenting responsibilities could actually be a catalyst to becoming an entrepreneur.

The survey was undertaken in the lead-up to the national finals of the 2013 Telstra Business Women’s Awards in Melbourne on 14 November. The Awards are in their 19th year of celebrating the achievements of outstanding Australian business women.

Carolyn Creswell (pictured), 2012 Telstra Australian Business Woman of the Year and Managing Director of Carman’s Fine Foods, admitted she was “in labour and punching out the last email” before her first child. She said women who were business owners should plan and put things in place before taking a career break. “It’s amazing how dispensable you are. When you have great people at work, the business just keeps going.”

Jocelyn Parsons, Manager of Salvage and Intervention at the Australian Maritime Safety Authority and the 2012 ACT Young Business Women’s Award winner, joined the Navy at 17 and took a career break eight years later, moving overseas for a couple of years. Reflecting on her experience she said: “It was the first time I thought about a world outside Defence – it was a chance for me to take stock both personally and professionally. It was the catalyst for me to leave the Navy and to explore new things.”

Karen James, General Manager, Women in Focus, Commonwealth Bank, said: “A career break can provide the opportunity for a person to discover their passions. It’s our experience that many women have used their career break as an opportunity to assess their purpose, which often becomes the catalyst for them to launch their own entrepreneurial venture. At that time we encourage women to seek out social communities, like Women in Focus, to stay connected and get the support they need to grow and thrive.”

Kate McKenzie, Telstra Chief Operations Officer and Telstra Business Women’s Awards Ambassador, says the Telstra Business Women’s Awards “are an important platform for women to share their experiences and the choices they’ve made in their personal and business journeys. These valuable insights provide inspiration for other women to make the best of their talents and opportunities in today’s workplaces.”

The eight women who are finalists for the title of 2013 Telstra Australian Business Woman of the Year are:

  • Jeannine Biviano, Deputy Director General, Department of Trade and Investment (NSW);
  • Sonja Cox, Director Operational Performance, Policy & Planning, Dept of Corrective Services (WA);
  • Laura McBain, CEO Bellamy’s Organic (Tasmania);
  • Dr Julia Newton-Howes, CEO CARE Australia (ACT);
  • Cheryl Shigrov, Founder of Precious Cargo Education Pty Ltd (SA);
  • Sadhana Smiles, CEO Harcourts Victoria (Victoria);
  • Helen Summers, Owner of Helen Summers Optometrist Eyecare Plus Darwin, (NT);
  • Rosemary Vilgan, CEO of QSuper, (Queensland).

Other awards presented at the event will be the Business Owner Award, Private and Corporate Sector Award, Community and Government Award, Business Innovation Award and Young Business Women’s Award.

More information on the Telstra Business Women’s Awards can be found at telstrabusinesswomensawards.com

*The online survey of Telstra Business Women’s Awards finalists was undertaken for Telstra between 27 September and 9 October 2013

5 Top Tips for Setting Goals and Sticking to them

Brooke goodallBusiness owner and ‘Top Gun Leader’ with The Body Shop At Home, Brooke Goodall (pictured), shares her top tips for setting goals and sticking to them.

Goal setting is an ongoing activity and critical to the success of any business venture; new or old. Like most things in business, setting goals is a process, which starts with determining your aims and following the road to accomplish them. Sometimes the path towards your goals won’t be easy (it can be a bumpy ride!), so it’s key to stick to your commitments and stay positive along the way.

Here are a few tips to help you set goals that you can actually follow through!

1. Make your goals measurable
It’s simple ‐ the more realistic you make your goals, the more you will achieve. Make your goals measureable; try and be specific with dates, amounts and periods of time. It’s easy for someone to say “I want to increase my sales”, but it’s more realistic to set measureable aims, such as “I’d like to increase my sales by 30%”.

If your goals aren’t easily measurable, they are much less relevant to both you and your business, and as a result much more difficult to achieve. Measuring your success will entitle you to celebrate your achievements, knowing exactly where you have progressed. This will also give you a sense of grounding and a benchmark to set future objectives.

2. Positivity is the key
Negativity is not your friend when setting goals; you need to be open-­minded and optimistic. Frame your goal statement with positivity in mind and you’re likely to aim higher too! A negative attitude will not only affect your productivity, but your overall approach to your goal will suffer. Instead of saying “I want to increase my sales by 30%”, think about an achievable and realistic alternative, such as “I will aim to increase my sales by 30% or more by next financial year”.

Add uplifting images and words to your daily interactions, or create a daily mantra to help inspire and keep you on track.

3. Put your goals in writing
Once you have decided your key goals, sticking to them is essential (and often the hardest part)! Reminding yourself of your goals is not always easy, so try to use visual cues around your house and workspace as reminders about what you’re aspiring to achieve. Use a whiteboard to display your aims, put a reminder in your phone or stick post-­‐it notes around your workspace to keep you motivated and moving in the right direction. Once your ambitions are on paper, they become tangible objectives you have no excuse to forget!

4. Face challenges with a brave face
When goal‐setting you’re bound to face challenges, so during the tough times enlist support from family and friends to help keep you on track. By maintaining balance, you’ll maintain focus and the ability to create a strong and supportive environment for success. Remember, family and friends are great at singing your praises and keeping you focused on the things that really matter; they’re always good for grounding.

Visualising your goals and how you’ll feel once they’ve been achieved is a great way to overcome difficulties, and will give you more motivation and drive when tough times take over!

5. Stick to your goals
Sticking to your goals is a hard thing to do, and often it’s easier said than done. Be flexible and make sure your objectives are relevant to your everyday life. If there is a sudden change in your life, adjust your goals as necessary. Continue to assess and reassess your targets, question their relevance and put new aims into place if need be. Know what you want and do everything in your power to get there -­‐ the end result will be rewarding and worth your hard work and perseverance.

Brooke is a business owner and ‘Top Gun Leader’ with The Body Shop At Home. For more information on The Body Shop At Home please visit: www.thebodyshop.com.au/TheBodyShopAtHome

Child Care sector to face scrutiny from Fair Work Ombudsman

Young baby learning muscle coordinationWith more than 140,000 employees, the child care sector is a major employer in Australia of women and young workers. But whether through ignorance, complacence or greed, child care businesses have been charging parents a small fortune, while underpaying their workers and the Fair Work Ombudsman has had enough.

Earlier this year the Fair Work Ombudsman announced a national audit of child care businesses will take place in October to improve compliance with workplace laws in the sector.

In 2012-13, there were almost 400 complaints from child care workers, leading to 123 workers being repaid about $255,000 in wages.

Last month a Melbourne woman was awarded $16,000 compensation after her employer, Guardian Early Learning Centres, permanently appointed another worker to her position while she was on maternity leave.

In another case, one national child care provider had to repay more than 3,000 current and former staff more than $2.6 million in underpaid wages. Camp Australia, a national out-of-school-hours care provider operating in all mainland states and territories, discovered the underpayments after conducting its own audit in late 2011.

Fair Work Ombudsman, Natalie James, said “About half the complaints investigated in 2012-13 have led to the identification of underpayment of wages, largely because of misclassification of employees or the failure to provide correct entitlements on termination.”

“Another issue identified was the failure on the part of a number of child care centres to maintain appropriate records or provide employees with pay slips, which are legal requirements under workplace law.”

Ms James said her office had written to 14,000 child care businesses across Australia to advise them of the tools and resources available from the Fair Work Ombudsman’s website at www.fairwork.gov.au/childcare to help them comply with the Children’s Services Award 2010, the Fair Work Act 2009 and the Fair Work Regulations 2009.

As well checking that minimum entitlements are being provided to workers, Inspectors will also check that businesses are correctly classifying staff, maintaining appropriate records and providing pay slips.

The Fair Work Ombudsman will focus on Long Day Care Centres, which represents about half the industry. It will also include audits of Preschools, Out-of-School Hours Care/Vacation Care and Occasional Care Centres. It does not include centres operated by local government, as this is outside the Fair Work Ombudsman’s jurisdiction.

Australia's older citizens want a future free from discrimination

age-discrimTomorrow (1 October) is International Day of Older Persons and this year the theme is The future we want: what older persons are saying.

According to Australia’s Council on the Ageing (COTA), Australia’s five and a half million older citizens say they want a future free from discrimination; to be able to participate fully in Australian society; and to have access to quality and affordable services when they need them.

COTA Australia Chief Executive Ian Yates says compared to many other countries, most older Australians can enjoy a reasonable standard of living. But we still have a long way to go to treat all older people with the respect they deserve.

In Australia the Age Discrimination Act provides protection against discrimination on the basis of age in relation to employment, education, accommodation and access to services. However, COTA Australia believes our age discrimination laws are weaker than any of the other anti-discrimination Acts.

“Over a third of older Australians say they have directly experienced age-related discrimination,” said Mr Yates. “Nearly a third of the long term unemployed on the inadequate Newstart Allowance are over 55 and many face poverty for life as they languish, often unable to find employment for ten years or more, before they qualify for the properly indexed aged pension.”

According to an Australian Human Rights Commission report, The Road So Far – the Age Discrimination Act 2004 (Cth) (2011), the majority of complaints received in relation to age discrimination are in the area of employment.

One of the major barriers for older people in the workforce are the negative stereotypes and misconceptions around ageing. In an attempt to address the issue, the Australian Human Rights Commission has launched the Age Positive project to promote diverse and positive portrayals of older Australians.

Another challenge for older Australians in 2013 is access to affordable housing. COTA says homelessness in people aged over 70 is on the rise and “The issue is particularly acute for those older people on pensions struggling to meet the cost of private rentals, and for older women who have been home carers and don’t have any superannuation to fall back on.”

Mr Yates says older people tell COTA they want to enjoy the same rights and entitlements as the rest of the population, not be consigned to second class citizenship.

“What older people really want is to be able to continue to have an active, healthy and productive life for as long as possible, with appropriate supports if required,” he said.

“They want to have the option to stay in the workforce for as long they choose, contribute to community, age in their homes and communities and access good quality and affordable health and aged care should they need it.”

“Solutions exist to all these issues, ” said Mr Yates. “But they require a co‐ordinated approach across Federal government portfolios and I urge the newly elected government to commit to developing an Ageing Strategy which takes a whole‐of government approach to an ageing population.”

Photo credit: Australian Human Rights Commission

Hundreds of Jobs Women are legally prohibited from doing

baker carrying loaves of bread dough to bakeA new report by the World Bank and IFC has found economies in Eastern Europe and Central Asia have the most extensive lists of jobs women cannot legally do.

With 456 jobs women cannot do, the Russian Federation has to be the worst place on earth to be looking for work if you’re a female.

Women in Russia cannot be sailors; truck drivers in agriculture; woodworkers; or install antennas in high places.

Similarly, in Kazakhstan the so called fairer sex are prohibited from working in 299 separate occupations including snowmobile driver, lumberjack, railway fitter, and metal welder.

In Belarus where the number of restricted jobs is 252, women cannot work as divers, porters, firefighters or be on the front line of any emergency response.

While these restrictions may have arisen from a desire to protect women from the physical dangers involved, better safety standards and technology make many of these restrictions unnecessary in the 21st Century. Furthermore, any occupational health and safety protections for women, should also be extended to men. If a job is too dangerous for women, then men shouldn’t be doing it either.

But it’s not just women’s physical safety the labor codes are trying to protect. The report, Women, Business and the Law 2014: Removing Restrictions to Enhance Gender Equality also said:

“Some economies prohibit women from working in jobs legally deemed harmful to their moral character. Though this is an explicit restriction in labor codes, jobs that are ‘morally harmful’ to women are often not defined objectively but left to employers to determine. Working at night can fall into this category if employers feel working at night is morally harmful to women.”

Of all the economies covered by Women, Business and the Law, 79 restrict women from doing all the same jobs as men. Many of the jobs prohibited for women are in highly paid industries such as mining and manufacturing, confining women to lower-paid sectors of the workforce.

Out of the 143 economies surveyed for the report, at least 90 percent had one or more laws that hinder women’s ability to work or start a business. In some economies in the Middle East, North Africa and Sub-Saharan Africa, husbands can legally prevent or stop their wives from working all together.

The report, Women, Business and the Law 2014: Removing Restrictions to Enhance Gender Equality, is published by Bloomsbury Publishing.

Only 16 Companies in the ASX200 show commitment to Gender Diversity

Business meetingWomen On Boards (WOB), the organisation founded in 2006 to increase the number of women on Australian boards, has named and shamed those companies in the ASX200 who show little or no interest in gender diversity.

According to the latest WOB Traffic Light Index launched in Sydney last week, 15.5% (31 companies) from the ASX200 have been given a red light, meaning they show little or no compliance with basic gender diversity principles. A further 29.5% (59 companies) rated only slightly higher appearing at the bottom of the amber category.

Only eight per cent of the ASX200 (16 companies) have been given the top rating of a Green light, renewing calls for gender quotas for companies listed on the Australian Stock Exchange (ASX).

New to the Green rating in 2013 are Aurizon, Caltex and Suncorp Metway. They join the ASX, Commonwealth Bank, Commonwealth Property Office and CFS Retail Property Trust Group, MirvacGroup, National Australia Bank, Stockland, Telstra, Transurban Group, Westpac, Woolworths and Wotif.com, as the companies leading gender diversity performance and reporting in Australia.

The 2013 WOB Traffic Light Index is the first comprehensive review of how companies in the ASX200 are progressing in relation to the reporting and performance of gender balance within their organisation.

Speaking at the launch on Thursday 26 September, Women on Boards Chair and report author Ruth Medd, said there was a clear disparity in companies with female directors and those who have none. “Of the Red rated companies, 77 per cent have no female director while more than 80 per cent of the Green rated companies have at least two females on their boards.”

“We cannot keep ignoring the stark reality that in corporate Australia in 2013 women still receive lower pay, fewer Board seats and fewer senior executive roles,” she said.

On Friday The Australian reported that an increasing number of professional women and others are joining the call to legislate quotas for ASX companies.

John Atkin, non-executive director of Aurizon, a company which has been given a Green light rating by WOB, has said there is a need for quotas. So too has Arlene Tansey, a director on five boards, including Adelaide Brighton and Pacific Brands.

In a piece written two years ago for Australian Women Online, Claire Braund, Executive Director of Women on Boards, said the percentage of women in senior leadership in ASX companies has fallen because few businesses have any sort of measurable or hard targets for gender diversity.

But improving gender diversity doesn’t just magically happen when more women enter the workforce. As those who have improved gender diversity within their organisation will tell you, companies need to make a concerted effort to solve the problem and yes, this does mean setting targets.

Unsurprisingly, the majority of companies given a Red light rating by WOB are operating in the male-dominated sectors of Energy, Materials (including mining), Utilities, and Transportation.

Red Light Rating

Alacer Gold Group
Aquila Resources
Beadell Resources
Bradken
Coalspur Mines
Cudeco
Discovery Metals
Energy World Corporation
Envestra
Evolution Mining
Fleetwood Corp
Henderson Group PLC
Horizon Oil Limited
Iluka Resources
Iress

James Hardie Industries SE
Kingsgate Consolidated
Medusa Mining
Mineral Resources
Northern Star Resources
NRW Holdings
OceanaGold Corporation CDI
Perseus Mining
Qube Logistics Holdings
ResMed
Resolute Mining
Shopping Centres Australia Property Group
Silver Lake Resources
Sirtex Medical
TPG Telecom
Troy Resources

 

Earlier this year, Women on Boards created the Guidelines for gender balance performance and reporting Australia to help organisations measure, report and improve performance in relation to gender balance.

A full copy of the Guidelines and a comprehensive summary of the Traffic Light Index are available at www.womenonboards.org.au. The full report from the Traffic Lights Index plus a best practices document is available for a fee from Women on Boards.

The complete list of ASX200 company rating can be downloaded from: http://www.womenonboards.org.au/pubs/traffic-light/2013-traffic-lights/wob-2013-traffic-lights-launch-ranking.pdf

Banker makes career change to launch website and recipe book

image002Tanya Bartolini always knew she loved to cook, but it wasn’t until she took maternity leave from a high-stress career in finance and gave birth to her son that she realised she wanted to do it for a living. Now, she manages a popular food website – The Kitchen Bench – and is launching her first book, Blending The Cultures, this November.

Although Tanya loved her job and excelled at it, she could not shake the persistent feeling of not belonging there. She sought the advice of a career coach to work out how to gain more fulfillment from her role and how to further advance her career. However, what she found as she explored her options was an unwavering feeling that she should explore her passion for cooking.

“Cooking was only ever done behind closed doors for family and friends. I never once considered it could be my career! However, with a little encouragement and a lot of optimism, I started researching my family’s story and out of that, The Kitchen Bench and Blending the Cultures was born,” says Tanya.

The Kitchen Bench launched in June and has been growing daily, with a following of more than 3,000 on Facebook and contributions from a huge range of everyday cooks and established food bloggers. Tanya’s aim for the network is to create a forum of food-lovers who can interact with each other, sharing recipes, food wins and failures, and tips and tricks for improving dishes.

“I’m not a chef, I’m just a person who loves food and loves to cook good, hearty meals for my family. However, a lot of people find it hard to get excited about cooking. They might be scared to experiment in the kitchen and don’t want to tackle fancy recipes with a million ingredients and even more steps to follow. My husband is a great example of that! It was with these thoughts in mind that I started up The Kitchen Bench, a safe place for people to gather and discuss the ins and outs of cooking,” says Tanya.

While establishing her site, Tanya has also written her family history, interweaving it with delicious Italian recipes to create her first cookbook, Blending the Cultures. Tanya realised that if she did not tell the story of her family’s immigration in the 50s, it would be lost. Furthermore, those beloved recipes she grew up with would ultimately vanish along with it.

“My book is really about my entire family. After the WWII, Italy was a broken country and thankfully, my grandfather took the risk to come to Australia in search of a better life for his children and ultimately, my children. Throughout everything we’ve been through, food has been the glue that has kept us together and the book is a celebration of the way food can unite us,” says Tanya.

Tanya’s journey has come with its fair share of obstacles. Three months into her venture, she was forced to change her business name. “Before I set up the site I went straight to my accountant and had the company registered. I purchased my domain name and ticked all of the boxes when it came to setting up a business, or so I thought. Upon discovering that there was another business operating with a similar name I decided, after consulting with my lawyers, that it would be best to make the change,” says Tanya.

“Thankfully my book had not yet gone to print which was very lucky. I learnt from this situation that sometimes hurdles will arise and you have to tackle them step by step. I could have just given up there and then but instead I decided to focus on the end goal. Now I have a name I love and have learnt a valuable lesson in the process!” says Tanya. The Everyday Cook Network became The Kitchen Bench, a name that was suggested to her by one of her loyal Facebook followers.

“Nothing makes me happier than seeing people sharing their recipe ideas on my site. My hope for the community is that it will continue to grow and become the go-to place people visit when they ask that all-too-common question, ‘What’s for dinner tonight’?”

For more information and to share recipes visit www.thekitchenbench.com.au. Blending the Cultures will be available on Amazon.com from late October 2013.

ABC Wins 2013 Women in Technology Employer of Choice Award

A technology woman has images around his head.The ABC’s Women in Broadcast Technology scholarship program (WiBT) has won the 2013 Women in Technology (WiT) Employer of Choice Award.

Over the past 21 years, more than 100 women have completed the WiBT scholarship program with a number of them securing ongoing employment at the ABC through the program. The scholarships have contributed to increasing the number of female Technologists at the ABC from close to zero 20 years ago, to ten percent of the ABC’s Technical Services Technologists in 2013.

Acting ABC Director Technology, Margaret Cassidy said around 80 percent of the women who have worked in Technical Services over the last 20 years found their way to the ABC through the WiBT scholarships.

“We’ve been working much more closely with the various TAFE’s and other institutions around the country and they are very appreciative and supportive of our scholarship program for attracting young women to the relevant electro-technology and other courses.”

“The diversity of thought and approach that a diverse workforce brings to every problem that we solve and challenge that we tackle helps to ensure that Technical Services and the broader Technology Division is best placed to support the increasingly complex technology used by the ABC,” she said.

Founder and Non-Executive Chairman of GBST, John Puttick, has been mentoring women in technology for the past 14 years and has been a sponsor of the WiT Employer of Choice awards for the past three years. He said the award judges were impressed by the overall equality of the ABC’s employment profile and in particular, the WiBT scholarship program.

“The awards are all about fostering equity in the technology field and we were very impressed with the size of the ABC and the level of detail it’s putting into attracting young women into careers in broadcast technology and IT.”

“The ABC’s strategies and policies to ensure equity in employment have resulted in a number of outcomes, including four out of seven female Directors of the Board, equal representation of men and women both on the ABC Advisory Council and in the ABC Executive team. In this regard the ABC is an exemplar in terms of deriving and implementing policies to deliver employment equity within the organisation,” he said.

Thanking the staff in ABC Technical Services, Margaret Cassidy said “your support of this important initiative is helping to increase the diversity of thought that we have in our technical areas. I’d also like to thank the many TAFE’s and other educational institutions for their ongoing support for the WiBT scholarships.