Want to know what strategy works for REAL RESULTS in diversity and inclusion? We have worked with over 20,000 clients around the world to shift the dial in inclusion, diversity and engagement.

1. INCLUSION:
ACCELERATE YOUR RESULTS WITH
A PUSH-PULL STRATEGY

2. Diversity and Inclusion
Strategy
Our strategic goals are to:
 create a truly inclusive culture
 increase the number of women in leadership.
We need to ACCELERATE PROGRESS in getting there.
What we are currently doing won’t get us there:
x Diversity and inclusion ‘busyness’ and more activity won’t
get us there.
x We CANNOT undertake any activity because its ‘nice to do’
– ALL activity must have a clear RESULT and ROI.

3. What does success
look like?
Greater diversity and inclusion =
 Customer satisfaction +39%
 Productivity +22%
 Profitability +27%
 Lower turnover -22%
 41% greater ROI
 56% increase in EBIT
 34% higher total return to
shareholders
(Cumulative Gallup Workplace
Studies; Catalyst; McKinsey)

4. What does success
look like?
The more
inclusive and
diverse the
workforce, the
greater intent to
stay and
discretionary
effort.

5. The more inclusive and
diverse the workforce,
the greater team
collaboration and
commitment.
What does success
look like?

6. Cultural Change
But, to get there diversity efforts are all about
cultural change
70% of all cultural change programs fail:
• Lack of knowledge
• Lack of skill and practice
• Hidden conflicts working against change
• Culture working against change
- BAIN
If we persist with current approach the ROI will
be limited.

7. 1. Establish a sense of urgency – 75% of management teams
need to be convinced they need to make the changes now
2. Form a powerful guiding coalition
3. Create a vision
4. Communicate the vision – 10 times more than you think you
need to
5. Empower others to act on the vision
6. Plan for and create short-term wins
7. Consolidate improvements and sustain the momentum for
change
8. Institutionalise the new approach
You need a PUSH-PULL Strategy
Kotter’s Theory of
Cultural Change

8. Critical
mass PullPush
Cultural Change for Engagement,
Innovation, Inclusion and Collaboration
• ALL Leaders
• Inclusive Leadership
• Desire, understanding
and practical ‘how to’
• Constant repetition
• Sense of urgency
• Critical mass
• HR Capability
• ALL women
• Unleash hidden talent
• Crash masculine
norms – if not, why
not?
• Valuing feminine
leadership style
Cultural Change for Real Results:
PUSH-PULL

9. Cultural Change for Real Results:
PUSH-PULL
PUSH STRATEGY:
Engaging your current women
and building a powerful
pipeline. Giving women the
practical skills, confidence,
drive and determination to
shout "give me that job"!
PULL STRATEGY:
Starting with the CEO and Executive Team, ALL leaders
don't just understand - they also take action because they
want to (not because they are told) and they know how.
You need to start reaping the benefits of diversity
through critical conversations and inclusive actions within
your teams – but how do you equip your leaders with the
skillset? How do you shift the dial towards an inclusive
culture?

10. Cultural Change for
Real Results
https://www.youtube.com/watch?v=ox--t4SDgBM

11. Cultural Change for
Real Results
0 10 20 30 40 50 60 70
Woolworths
Transpacific Industries
Bank of Queensland
Wesfarmers Resources
Aurizon
Telstra
Commonwealth Bank
% of women in Senior Leadership
REAL RESULTS with our PUSH PULL model
Year 1
Year 2
Success leaves
clues!

12. Best Practice:
Case Study
Telstra – 6% - 31% women in leadership in 2 years
Catalyst Award Winner
• 3000 women participated in my mentor
(Increased performance, engagement and ‘talent’)
• 2000 men – Mastering Gender Leadership (newest release:
Courage Inclusive Leadership in Action)
(result became ‘male’ leader driven)
• CEO/ Executive – constant messaging
• KPI’s – reportable to CEO
• Strong pipeline – middle management increase by 26%
• Operational focus – increased number of applicants by 50%
• Broad based communication strategy
• A new conversation in the business – brand impact

13. Wesfarmers Resources – 8%-20% in 2 years
• Executive engagement – core story
• Executive lead messaging
• All women participated in my mentor
• Cascaded leader education (Courage program) down to
supervisor level
• Toolbox talks/ Diversity Shares
• Women in operations rotations
• Job redesign / flexible work focus
• Engaging women in the community
• Outside industry hires/ talent mapping
• All senior men involved in mentoring a woman – became
sponsorship
Best Practice:
Case Study

14. Bank of Queensland 11% - 22% in 18 months
• CEO vocally committed – raised the bar on target
• All level 4 – 5 women – my mentor
• Executive, direct reports complete Courage program down
to level 4 leaders – clear quarterly actions that were
achievable
• Intentional hires – balanced team requirement
• Recruitment disruption
• All new appointments level 4 and above had to be
approved by CEO
• Involvement in Qld Male Champions of Change – increased
competition
Best Practice:
Case Study

15. Transpacific Industries – 9% - 18% in 18 months
• CEO vocal champion
• Executive team and direct reports – detailed understanding of why
and how to
• Executives and direct reports – mentored a woman each. Reverse
mentoring built in. Structured using the my mentor program
• My mentor - Mentoring program became sponsorship
• Cascaded across the business
• Disruption of recruitment process
• Flexibility ‘how to’
• Female driver program – external EVP
• Powerful female network formation – based on common language
(my mentor)
Best Practice:
Case Study

16. • Male leaders – business issue not a women’s issue
• Champions to role model inclusive behaviours
• Leaders to communicate the business case
• Inclusive leadership = behavioural change
• Charter and commitment – what do champions DO?
• Encourage experimentation and wild thinking
• Endorsed as UN Australian best
practice
Best Practice:
Champions of Change

17. The following examples were outcomes from our Courage: Inclusive Leadership in
Action program – Champions (leaders) came up with, and acted on the following:
 Coffee Roulette – senior leaders had coffee with people who volunteered to be
part of the experiment – 100 coffees, leaders had some scripted pointers, focussed
on understanding the person rather than their job task. 10 promotions because
‘new talent’ was discovered
 Male leaders committed to having vulnerable conversations with women about
career and life
 Leaders ‘testing’ a job share in a role
 Leaders ‘experimenting’ with new conversations in their teams about the business
case for diversity and inclusion
 Leaders deciding to set up project teams with different mix to the ‘usual suspects’
 Intentionally conducting meetings differently
Best Practice: Example
Actions of Champions

18. The following examples were outcomes from our Courage: Inclusive Leadership in
Action program – Champions (leaders) came up with, and acted on the following:
 Recruitment process disruption: Leaders engaged the recruitment team to
understand inclusion; re-written job adverts to broaden the lens of ‘difference’
that could be attracted with a significant increase in access to skills they hadn’t
seen before
 Flexible work: Significant increase in job-share/flexible work/job redesign; and
improved engagement of these employees (i.e. understanding not to ‘assume’
that a part-time worker wouldn’t want to be included on invites but to ask)
 Addressing confidence of female leaders
 Increased mentoring and sponsorship
 Executive lead messaging and communication strategy (both internal and
external) to promote internal inclusion and attraction as an employer of choice
 Outside industry hires/ talent mapping: Identifying the importance of skills over
experience
Best Practice: Example
Actions of Champions

19. Best Practice:
Inclusive Leadership
https://www.youtube.com/watch?v=nHTBkJTlN0A

20. Inclusion = Engagement =
Innovation = Collaboration
Keep your strategy simple, for quick wins, ROI
and lasting cultural change:
1. Push
2. Pull/Champions
SUMMARY

21. Best Practice:
How can we help?
PUSH – my mentor program
The practical ‘how to’ guide for a woman’s
career success. Practical tips, strategies and
actions women can implement, through audio,
video and workbook content – and the setup of
peer group support networks.
“Almost 800 women at Australia Post have participated in my mentor program.
Evaluation of each program over the past 2 years, indicates over 55% of
participants of my mentor have been promoted, undertaken higher duties or
accepted more challenging tasks in the workplace. 94% of participants would
recommend the program to other women. 100% of our line managers
recommend the program. 96% of our mentors would participate again.”
- Diane Utatao
National Diversity & Inclusion Business Partner, Australia Post

22. Best Practice:
How can we help?
PULL – Courage Inclusive Leadership in Action
program. Create your CHAMPIONS!
Based on our award-winning work with leaders
and organisations around the world, we have
created a ‘how-to’ toolkit for your leaders to
enable practical, inclusive actions day-to-day.
“Too many leaders say they don’t have the time. This is important, we have to
MAKE the time. And not just a workshop here and there, we need this to be
incorporated in our day-to-day. Diversity is everyone’s responsibility, so it’s about
understanding how I show that in my leadership every day. I’ve learnt to really
break the status quo and try new things. This is not about diversity, this is a toolkit
with working examples to drive a cultural shift for the business.”
- Karl Mahooney, Vice President Honeywell Australia and New Zealand

23. “Memory takes an almost ridiculous amount of time to settle into its
permanent form.” - Dr. John Medina
That’s why we use spaced learning and on-the-job experiential
learning – for REAL BEHAVIOURAL CHANGE.
Why spaced learning?

24. More Resources
• What is an inclusive leader?
https://www.youtube.com/watch?v=oEmF4-Io8FY
• Courage Clip - Ian Doyle on Hiring as an Inclusive Leader
https://www.youtube.com/watch?v=2fQW1EAWXzY
• Courage Clip – Dagmar Parson on Influence
https://www.youtube.com/watch?v=68Zgve1nb6E
• Courage Clip – Adam Rytenskild on Bias
https://www.youtube.com/watch?v=foCjN7lv744
• Inclusive Leadership
https://www.youtube.com/watch?v=OkrES2EmgEk