The Network of Networks for Gender

1. The Network of Networks for Gender Vanessa Valley and Birgit Neu Co-Chairs April 2015 Summary Slides

2. Speakers • Managing Volunteers: Frances Milner, Cancer Research UK, Frances.Milner@cancer.org.uk • New Ways of Networks: Matthew Partovi, Responsive Org, Culturevistand WeWorkUnbound, matthew.partovi@culturevist.com • CSR Update: Jo Bostock, Women’s Sports Trust,jobostock@pauseconsultancy.com, and Catherine Spencer, former England Rugby Captain, catherine@inspiringwomen.co.uk

3. The Network of Networks – Strategic Update • Welcome to new Gender TNON members: • WorldPay • LV • Bird & Bird • Cushman & Wakefield • ANZ • Norton Rose • 1st Twitter School session at Reed Smith 30th April, 2nd at Mastercard 7th May • Our Next Meeting – HSBC on 7thJuly • LGBT TNON – 3rd Meeting at Citi on 28th April

4. Following our January meeting: • New website called InHerSight.com asks women to rate their employers on flex, telecommuting, mat leave, child care expenses, female representation in top leadership/management and more • Pew Research data in the US said Americans think women are better at being ethical, providing fair pay and mentoring and men are better at risk-taking and negotiating profitable deals in business. Top things perceived to be holding women back at the senior levels are that women are held to higher standards and people just aren’t ready for female leaders. • UN Women said that between 1992 – 2011 only 9% of negotiators at peace tables were women. • Research on teacher bias at Tel Aviv University showed that when maths exams were graded anonymously, girls did better, with names, boys did better, and concluded teachers overestimate boys ability and underestimate girls ability. Lack of early encouragement then led less girls to take further advanced maths courses. In a separate study, 48% of girls agreed with the statement that they’re just not good at maths, and only 37% of boys said the same. • Elsewhere in education, students also show bias in rating their professors in research from Northwestern University where male professors are brilliant, awesome and knowledgeable and women are bossy and annoying, or beautiful and ugly. • The NoMorePage3 campaign looked as if it had succeeded according to the Guardian, and then the Sun published one more page 3…but nothing since. There has been no official announcement from the Sun that it’s done. No impact on Sun circulation since it stopped. • Lady Barbara Judge named the first female chairman of the Institute of Directors which only has 14% female membership

5. And more: • Andrew Rosindell, Tory MP in Romford, suggested that Rachel Reeves, the pregnant Shadow Works and Pensions secretary, wouldn’t be able to handle a cabinet position as a new mum • Martha Lane Fox’s Dimbleby Lecture shared that the only question investors asked her when she first wanted funding for lastminute.com was what would happen if she got pregnant • Ashton Kutcher publicly bemoaned the lack of diaper changing tables in men’s rooms and has joined forces with change.org to start a petition asking Target and Costco shops to fix that. In other dads news, shared parental leave kicked in on 5th April. • Geena Davis has pointed out it will take 700 years to reach gender parity in kids’ media • Vodafone announced a mandatory minimum maternity leave in 30 countries of 16 weeks fully paid, as well as a fully paid 30 hour work week for their first 6 months back to work • ANZ announced that all roles in Australia and New Zealand were to be considered flexible – CEO of ANZ is part of a Male Champions of Change leadership group (McKinsey article) • Algorithmic investing platform Quantopian released data that showed women-led companies in the Fortune 1000 perform three times better than the S&P 500 • Women are now 23.5% of board members in the UK, on target to achieve Lord Davies 25% by the end of 2015 (28.5% NEDs, 8.6% EDs) • Lloyds Banking Group hit its 29% target of women in senior roles, keeping it on track for its announced 40% target by 2020. • There will be a new 30% board quota in Germany starting next year • 50% quotas for public boards and judiciary announced in Victoria, Australia

6. And even more: • % of female decision makers in US VC firms has declined from 10% in 1999 to 6% now (that number includes CAOs/COOs/CFOs who are not investors, so real decision maker number likely lower) • Ellen Pao lost her high profile lawsuit against Silicon Valley VC firm Kleiner Perkins. She said she’d been denied promotions and ultimately fired for reporting gender bias. Twitteris facing a class action lawsuit from a former female software engineer claiming its promotion policies unfairly favor men • At a SXSW panel on Innovation, Google’s CEO was called out by one of his own D&I team in the audience for interrupting the female US CTO on the panel several times. Ruth Porat from Morgan Stanley moved to Google as CFO. • Apple donated $10M to Natl Center for Women & IT to 2x the number of female college grads supported • Uberannounced an initiative with UN Women to sign up 1M female drivers by 2020. UN Women backed out of that a week later due to protests around Uber’s safety record with women and treatment of its drivers. • TheGuardian has appointed its first female editor, Kath Viner, who joins only four other female editors of leading papers (Independent on Sunday, Sun on Sunday, Evening Standard, the Star) • Patricia Arquette called out the gender pay gap in her Oscar speech. US Labor Dept data shows women in full time employment earning 82.5 cents to the dollar (85 cents for entertainment industry. 70 cents for CEOs.) • NY Fed released research looking at executive compensation and found female execs get less incentive pay (bonuses, equity) than male execs. Their recommendation? More pay transparency. • Parliament passed a bill which will require large firms to reveal differences between average pay for male and female workers, firms over 250 people could face fine of £5k for non compliance. • Planning has kicked off for a Women’s Equality Party

7. IWD Calls to Action We Heard “The forces of inertia are great” TONE: Has anything actually worked? “Needs to be a war on doing more stuff”, ”need to fundamentally change the system”, “expose the leaders who don't get it” and "shut them out”, a “level of pissed off-edness” “Accountability is something that is left when responsibility gets subtracted”(PasiSahlberg, Finnish Ministry of Education’s Center for International Mobility in the Atlantic mag). A need for personal responsibility by women and men echoed consistently. Need to keep calling out language e.g. “abrasive”, “aggressive” re: women whenever you hear it, and subtle sexist behaviours Focus on sponsorship (rather than mentoring), talk about career roadmaps and help women see themselves "swimming in the other half of the fish tank” Continue to stress the importance of having external networks Greater awareness around the “myths” – and a hard look in the mirror: are there myths we as gender networks are actually perpetuating, do we need to review our content? What next if we hit 25% board targets? Spotlight moves to CEOs who need to be new champions of change Need an entity to coordinate ExCo level activity New targets set Better social policies Media needs to continue to push More research/more numbers

8. Your takeaway from IWD – Post it session • Felt like a campaign • Is ‘’IWD’’ the valentines day of inclusion! • Gender diversity committee, now will be presented at RBS ex-co • IWD is still needed, not mainstream yet • Focused women’s global awards • PWC: Female Millennial: now era of talent • Female Millennial • -Ambitious and confident • - D & I savvy • - Know what they want: • -international mobility • -regular face to face feedback • -work like balance • -role models • ‘Confidence’ is a subject that women at Worldpay want to cover in more detail in the future. • Together we can do more • Risk of IWD being window dressing that means more substantial ‘’harder’’ change is avoided. • How long till we don’t need ‘’International Women’s Day’’ • Focused women’s early career initiative, collaboration with inspiring the future. • Stop talking start doing! • Harnessing the youth aspiration for future • Make it about men! (Not women) - Barclays, He for She campaign.

9. DNI is really being pushed up the agenda • Defining attitudes to women’s labour barriers from different age groups – as a network we need to speak to all ages • SHINE (i.e. let your light shine) • Enabling men to take advantage of ‘’women’s’’ work/life balance opportunities (‘’she for he’’) • Women need to support each other and make real use of their networks in their own work. • Feel empowered by all the positive progress • Don’t exclude the men. Had some great conversations with men as part of our activities. • A bigger and wider appetite from leadership to be supportive (and be seen to be supportive) • Disappointingly, my organisation did nothing whilst many other firms embraced it as an opportunity to put gender diversity firmly on the agenda. On my to do list for next year! • ‘’sharing the wealth’’ so to speak. Mad Hatters tea party with women’s refuge including a clothing drive brought meaning to the day • Men as agents of change • Big push from senior management form men and women to celebrate. • Community of support. • Gender balance not diversity • Pushing for 60:40 mix (either way) • Participation of women in boat race on same day as men’s event • He for She campaign • Power of speed networking

10. Enabling men to take advantage of ‘’women’s’’ work/life balance opportunities (‘’she for he’’) • Women need to support each other and make real use of their networks in their own work. • Feel empowered by all the positive progress • Don’t exclude the men. Had some great conversations with men as part of our activities. • A bigger and wider appetite from leadership to be supportive (and be seen to be supportive) • Disappointingly, my organisation did nothing whilst many other firms embraced it as an opportunity to put gender diversity firmly on the agenda. On my to do list for next year! • ‘’sharing the wealth’’ so to speak. Mad Hatters tea party with women’s refuge including a clothing drive brought meaning to the day • Men as agents of change • Big push from senior management form men and women to celebrate. • Community of support. • Gender balance not diversity • -now > SOB of graduates • -pushing for 60:40 mix (either way) • Participation of women in boat race on same day as men’s event • He for She campaign • Power of speed networking • ‘’diverse groups are more fun to work in’’ • The debate around the term ‘feminism’ polarises women - is it devicise? • Networking - teaching skills for networking • Amazing South Bank event • Networking is key! • Using webs, audio and vid

11. Volunteer Leadership – Meeting the Challenge Frances Milner, Cancer Research UK, Supporter Led Fundraising Director

12. get the basics right WHY? WHO? HOW?

13. BE AN INSPIRING DESTINATION • How well known is your network and its vision within your organisation? • How well known are your members and the impact they're making? • What opportunities exist to promote what you do? • How do you mobilise your advocates? • How often do you publicly celebrate success?

14. Celebrate success Group Recognition Individual Recognition

15. PLAN FOR THE FUTURE Be agile! Continuously evolve and innovate Strive towards excellence Spot and nurture talent Think about your network’s future vision and strategy

16. FINAL THOUGHTS… Have a clear identity, roles and objectives Regularly scout for talent and be clear about the skills you need CONTACT US FOR MORENEW INFORMATION Take a professional approach Promote the benefits and celebrate success Future proof your network

17. Responsive.org • Culturevist.com • WeWorkUnbound.com • @MatthewPartovi

24. Responsive.org • Culturevist.com • WeWorkUnbound.com • @MatthewPartovi

25. CSR Update Jo Bostock Co-Founder, Women’s Sports Trust Catherine Spencer former England Rugby Captain

26. Summary from Women’s Sports Trust What has women’s sports got to do with business? - Women’s Sports Trust uses sport as a vehicle for change - Links to gender ambitions for organisations - “I can” messages, not women / girls can’t do that  - Addresses core business concerns (talent, markets, reputation,) not just about CSRWhat does it mean in practice to be a role model? - Accepting you are a role model - Value and impact of role models in sport and beyond – drawing on personal experience - Need for visibility and platforms for role models to tell stories about what’s possibleTHE ASKS:1. Introduce Women’s Sports Trust to a decision maker in your business who can affect corporate sponsorship 2. Join Women’s Sports Trust – in particular vote for the #BeAGameChanger Awards – www.womenssporttrust.com3. Complete #BeAGameChangerbingo:http://www.womenssporttrust.com/wp-content/uploads/2014/05/Bingo-as-slide.pdf 

27. Thank you!See you 7th July at HSBC