Gender Equality

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SPONSORED POST
Savills Australia’s efforts to blaze a trail in support of the growing number of women pursuing careers in the commercial property industry, a traditionally male-dominated environment, will be highlighted on International Women’s Day.
The market-leading company has made significant progress through its Equality &amp; Diversity policy program, with 31 women commencing employment since the start of the year, which will be celebrated at networking events in its offices across the Australia and New Zealand on Friday.
This year’s theme for International Women’s Day is “Balance For Better” – better the balance, better the world. Everyone has a role to play – all the time, everywhere. 
“Savills is committed to shining a light on the importance of gender parity and working together to build a gender-balanced world,” Savills Australia &amp; New Zealand CEO, Paul Craig, said.
Several senior female appointments have been made at Savills Australia in the past year, including Adele Eagleton as NSW State Director of Project Management, Sarah Hendry as VIC State Director of Asset Management, Shrabastee Mallik as National Director of Research &amp; Consultancy, and Edwina Mathews as National Director of Marketing &amp; Communications.
Mr Craig continues his involvement in the Property Council of Australia’s (PCA) Male Champions of Change initiative and sits on the recently formed Build An Inclusive Industry action group, working alongside other professionals in the industry to drive change and improve gender diversity at senior levels.
“We embrace an environment where our people feel empowered to share their perspectives with confidence they will be heard,” he said. 
“We are striving to create a workforce that is representative of the entire community and broadens our understanding.”
Some of the ways Savills is upending gender stereotypes in the commercial property industry include waiving the three-month waiting period on its return-to-work bonus scheme for parents returning from parental leave; offering five paid days for non-primary carers following the birth of a child; and increasing promotions of female managers from 18.2 percent to 38.1 percent in the 2017/2018 Workplace Gender Equality Agency reporting period.
“Savills actively endorses several initiatives supporting gender equality and women’s empowerment, including the Women in Property Leadership Summit and the PCA’s Girls in Property,” Mr Craig said.
“Five of the 13 Savills employees who were selected to sit on the 2019 PCA committees are female, and seven Savills employees have applied to be participants in this year’s PCA 500 Women in Property program. 
“We wish them every success.”
Mr Craig expressed the sentiment that “the responsibility sits with all of us to make a call to action for accelerating gender parity”. 
“There are plenty of opportunities to show our support and create positive change on and beyond International Women’s Day,” he said.
Savills will celebrate International Women’s Day with staff Q&amp;A panels and networking events at its offices around Australia and New Zealand on Friday, March 8.  Staff members are encouraged to wear purple and upload the official International Women’s Day selfie cards to social media with the hashtag #BalanceForBetter.
Savills is a leading global real estate service provider offering the full spectrum of services from strategic advice to managing assets and projects and transacting deals. To learn more about Savills, visit <a href="http://www.savills.com.au/" target="_blank">savills.com.au</a>.
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jrobinson-rf4aSBido9

Striving for #BalanceForBetter on and beyond International Women’s Day

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GUEST OBSERVATION
Both men and women having access to baby changing facilities is one of many issues that gender equality mapping can help tackle.
Inequity in cities has a long history. The importance of social and community planning to meet the challenge of creating people-centred cities looms large. While planners, government and designers have long understood the problem, uncovering the many important marginalised stories is an enormous task.
Technology – so often bemoaned – has provided an unexpected and powerful primary tool for designers and makers of cities. Crowd-mapping asks the community to anonymously engage and map their experiences using their smartphones and via a web app. The focus of the new <a href="https://www.genderequalitymap.vic.gov.au" target="_blank">Gender Equality Map</a> launched today in two pilot locations in Melbourne is on equality or inequality in their neighbourhood.
How does it work?
<a href="https://images.theconversation.com/files/242390/original/file-20181025-71029-y7dglt.jpeg?ixlib=rb-1.1.0&amp;q=45&amp;auto=format&amp;w=1000&amp;fit=clip"><img src="https://images.theconversation.com/files/242390/original/file-20181025-71029-y7dglt.jpeg?ixlib=rb-1.1.0&amp;q=45&amp;auto=format&amp;w=237&amp;fit=clip" alt=""></a> 
Participants can map their experience of equality or inequality in their neighbourhood using locator pins. 
Crowd-mapping generates geolocative data. This is made up of points “dropped” to a precise geographical location. The data can then be analysed and synthesised for insights, tendencies and “hotspots”.
The diversity of its applications shows the adaptability of the method. The digital, community-based method of crowd-mapping has been used across the globe. Under-represented citizens have embraced the opportunity to tell their stories as a way to engage with and change their experience of cities.
<a href="http://crowdspot.com.au/" target="_blank">CrowdSpot</a> and <a href="https://www.monash.edu/mada/research/labs/xyx-lab-monash-space-gender-communication-lab" target="_blank">Monash University</a> have developed the <a href="https://www.genderequalitymap.vic.gov.au" target="_blank">Gender Equality Map</a> with support from the Victorian government. It will enable local government to tackle the issues of socio-cultural exclusion that have proven so elusive. The map will help uncover real experiences of gender inequality in public places, from local sports facilities to public transport, community services and infrastructure, to simply walking down the street.
How will the data be used?
Melton and Darebin city councils will pilot the project. These councils are committed to engaging with the data in future decision-making with direct impacts on their communities and neighbourhoods.
The map is open to all genders with residence of Darebin and Melton encouraged to use the web app to tell their story. While we expect to see stories from women and men of a range of ages, the <a href="https://www.genderequalitymap.vic.gov.au" target="_blank">Gender Equality Map</a> is also an opportunity to hear about the nuanced experiences of LGBTIQ+ people.
More than a new narrative of city life, the Gender Equality Map and crowd-mapping projects more broadly reflect a shift in how we understand cities, architecture and urban planning. To understand patterns of inclusion and exclusion, to consider individual perceptions of cities – ones that may not align with our own – is one of the greatest challenges place-makers face.
Trained as an architect and landscape architect and as the director of a <a href="https://www.monash.edu/mada/research/labs/xyx-lab-monash-space-gender-communication-lab" target="_blank">university research lab</a>, my research is committed to understanding the nexus of urban place and gender inequity. My <a href="https://www.routledgehandbooks.com/doi/10.4324/9781315163956-13" target="_blank">recent research</a> focuses on the possibilities and power of crowd-mapping as a method for shaping urban space. Recognising that cities need to be gender-sensitive, I seek to understand the stories of gender, equity and identity in cities – not fictional ones but real-life stories of individual people.
Leading to more inclusive urban design
As a democratic process, crowd-mapping can lead to action that helps solve real-world issues. To design “inclusively” is more than a matter of providing community buildings, public transport and amenity. It’s about the determination to seek out the tricky stories of social justice – those of access, equity and diversity – and to actively shape our cities with these goals as our priority.
Considering how communities can advance agendas and unlock many of the complex and diverse needs of cities requires a tactical approach. Feminist architect and activist Lori Brown <a href="https://architectureau.com/articles/lori-brown-feminist-activist-architect/" target="_blank">states</a>:
Design is not a passive act. It is a critical engagement with community and you have to be cognisant of the power that you have and how you use it.
Crowd-mapping engages with community but also brings with it a particularly powerful form of activism – especially when it comes to gender inequity. Projects such as <a href="https://www.google.com.au/search?q=evefryday+sexism&amp;rlz=1C5CHFA_enAU803AU804&amp;oq=evefryday+sexism&amp;aqs=chrome..69i57j0l5.2907j0j7&amp;sourceid=chrome&amp;ie=UTF-8" target="_blank">Everyday Sexism</a> in the UK; <a href="http://safetipin.com/projects" target="_blank">Safetipin</a> in New Delhi, Jakarta, Bogota and Nairobi; Harassmap in India; and <a href="http://planfreetobe.org/" target="_blank">Free to Be</a> in Australia and internationally, have publicly charted the ways women, in particular, experience inequity in cities.
One obvious advantage is that web-based crowd-sourcing can challenge the historically disproportionate contribution of usually male voices in urban policy and design. One of the reasons crowd-mapping has been successful at engaging with women and girls is that it allows them to report when and where it suits them. What more will we learn about inclusion when we open up the tool to all genders?
The ubiquity of smartphone technology over the past decade has driven exponential growth in the volume of data about cities and their citizens. We have less data, however, about gender and inequity. More data and deeper insights will make these issues central to the design and strategy of local, urban decision-making.
Nicole Kalms, Director of XYX Lab + Senior Lecturer in the Faculty of Art, Design and Architecture at Monash University, Monash University
This article is republished from <a href="http://theconversation.com" target="_blank">The Conversation</a> under a Creative Commons license. 
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j.ballantyne1990-6AQqhLzZaK

Crowd-mapping gender equality tool launches in Melbourne: Nicole Kalms

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GUEST OBSERVATION
The number of women in the manual trades in Australia has barely budged in the last 20 years. While lower-skilled and lower-paid jobs like hairdressing have increased the number of women being employed, manual trades like electricians, carpenters and mechanics have remained at incredibly low levels.
Women make up just 3% of those employed in the electrotechnology and telecommunications trades, and only 1% of those working in construction, engineering and automotive trades.
Governments, industries and education providers have long tried to overcome skills shortages in the manual trades by encouraging more women to pursue these careers. But the gender imbalance remains entrenched due in part to a culture that resists diversity.
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A research project that we’ve been leading at Charles Sturt University has shown that boosting the number of women in the manual trades requires cultural shifts in society as much as within the industries themselves.
Quite simply, the manual trades are perceived to be masculine professions. This means that girls generally don’t consider careers in these fields.
Moreover, many of their parents actively discourage them from doing so. They fear their daughters will be at risk in a male environment, that there is too much heavy lifting and dirty work.
Schools and other education facilities help to reinforce this gendered division of labour by sending mostly boys on school work experience programs.
Further complicating the issue is the fact that parents and schools generally do not understand career pathways in the trades. Career advisers encourage the idea that the trades are for kids without good grades – a damaging misperception. Grades and university placements are celebrated in society, while progression into the trades is not. Most people don’t realise one can become a trade specialist with further education, or some day go into management.
Many trades actively try to recruit girls and women, but due to these social stigmas and cultural norms, the recruitment pool is quite shallow.
Recruitment is only half the problem, though. Retention is another issue.
Women report that bullying, harassment, foul language and sexist jokes are common in the trades. Chauvinist attitudes are ingrained in many workplaces. Rumours that women only acquired their jobs through “sexual favours” or that they are receiving preferential treatment and need special allowances are persistent.
Some men also refuse to give women the same help they would offer their male colleagues, a problem that can be physically dangerous.
Knocking down walls
Our research has shown that in regional New South Wales, however, some women do survive – and thrive – in the trades. Programs here are helping women break through the barriers. These include mentoring programs specifically for women, buddy systems and all-female work teams. Networking initiatives connecting women to others in the trade have also been successful.
Our research shows that community education and the earlier engagement of girls can help normalise the role of the “tradie” for girls. For example, a program in NSW called Women’s Sheds teaches women of all ages how to use tools, make repairs and build things. Another highly successful program, Supporting and Linking Tradeswomen, involves qualified tradeswomen sharing their experiences with schoolchildren and women in the community.
Apprenticeship providers in regional NSW are also proving to be highly successful in placing female tradies with employers. Companies are also trying to remove gender bias from their recruitment advertisements, thereby increasing their recruitment pool and tackling the skills shortage.
And some companies are challenging the traditionally sexist attitudes that remain a problem for women on the job. Cadia Mines, for example, provides contact officers to all female employees for safety, support and training.
What’s driving this slow transformation is a growing belief that the industry is more profitable when there is diversity in the workforce. But much work remains to be done. For example, government and industry leaders need to develop stronger codes of etiquette to improve workplace culture in the manual trades. The expectation that women should just try to “fit in” and “be one of the boys” also needs to change.
Cultural and social adjustments can build on the incremental improvements that have been made. These include changing everything from the social perceptions of the trades and family expectations to the availability of school-based work experience and the advice of career counsellors.
<img src="https://counter.theconversation.com/content/97091/count.gif?distributor=republish-lightbox-basic" alt="The Conversation" width="1" height="1">Another critical element is creating workplace cultures that are inclusive of women and accepting of diversity, not seeking to push this away.
Donna Bridges, Lecture of sociology, Charles Sturt University
Branka Krivokapic-Skoko, Economist and Economic Sociologist, Charles Sturt University
Elizabeth Wulff, Sessional Academic in Literature and Sociology, Charles Sturt University
Larissa Bamberry, Senior Lecturer, Charles Sturt University
Stacey Jenkins, Lecturer, Charles Sturt University
This article was originally published on <a href="http://theconversation.com" target="_blank">The Conversation</a>. Read the <a href="https://theconversation.com/the-female-tradie-shortage-why-real-change-requires-a-major-cultural-shift-97091" target="_blank">original article</a>.
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The female tradie shortage: why real change requires a major cultural shift

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The Australian Institute of Landscape Architects (AILA) has announced the launch of a gender equity study to investigate the participation of women in landscape architecture and develop strategies to address gender inequity in the profession.
There is currently a lack of critical research into workplace equity within the Australian landscape architecture profession, AILA’s chief executive officer, Tim Arnold said, 
“This is an exciting time for AILA as we take a leadership role as an inclusive, progressive and modern profession.”
The research and action project will be undertaken in collaboration with the research-based advocacy organisation Parlour: women, equity, architecture, and the XYX Lab at Monash University.
Dr Gill Matthewson, who is responsible for the analytics behind much of Parlour’s research into the situation for women in architecture, noted analysis of what women did in the architecture profession shifted the argument "from vague anecdote to undeniable fact." 
“It’s great that AILA is commissioning this work because you need to know what the situation actually is before you can start strategising what to do about it. "I’m very interested to see what the picture is for women in landscape architecture.” 
The project will build on the results of AILA’s 2017 salary survey, which identified concern about gender inequality within landscape architecture.
Of the survey respondents, women represented 70% of the lower paid positions within the profession, while men represent 100% of the high-income earners.
More broadly in Australian society, we know that the full-time worker gender pay gap is about 15% (or $253 per week). 
The Built Environment Channel, who is new partner of AILA and Parlour, has confirmed their financial backing of the research initiative.
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Gender Equality

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