Yes, the project or initiative has been established for more than 2 years.
Diverse City Careers
Team - who worked on the project/initaitve
Diverse City Careers team
Diverse City Careers
Overview - Provide a summary to introduce the project or initiative
Diverse City Careers (DCC) is a jobs platform with a difference. DCC is Australia’s only job site which pre-screens employers based on their policies and initiatives around supporting women in the workplace. DCC turn down around 10% of employers who apply to advertise jobs, because they don’t meet their criteria, which has been devised from consultation with industry experts, surveying thousands of women, and reviewing hundreds of companies' policies. DCC lists information about employers which is not publicly available anywhere else, including amount of paid parental leave on offer, support for equal pay, flexible working arrangements, employee engagement scores plus more.
By showcasing companies who strive to close the gender gap, DCC is influencing companies to change their policies, and helping women find great jobs at the same time. There are no middle hands or recruiters on the DCC site which is beneficial for the job seeker: 50% of women who apply via DCC are shortlisted and 25% hired.
Founded in 2015, DCC has become one of Australia’s most trusted authorities for gender equality. To date, DCC has accredited over 100 organisations as Endorsed Employers for Women, including previous TechDiversity award winners Avanade, Swinburne University and The Yield. Other clients include Accenture, Xero, Atlassian, BHP, CommBank, REA Group, University of Technology Sydney and NAB in addition to smaller businesses, start-ups and Government Departments.
Detail the actions implemented as part of the project or initative.
After spending 10 years working in IT, Gemma Lloyd can cite both the good – and the bad ways a company can treat their female employees. Despite her attempts to gain insight into the companies she was going to work for during the interview phase, Gemma found she could not determine how female-friendly the places she applied for really were.
As she progressed through her career, one question kept resurfacing: how can women tell that the workplace they are entering will be female-friendly?
The answer: a job platform that pre-screens employers based on their policies and initiatives around supporting women. After discussing the issues with Valeria Ignatieva, the duo co-founded DCC.
Here’s how they are smashing bro-culture and unconscious bias:
In order to test how diversity-friendly a company is, DCC have devised a 20-question criteria that looks at company policies such as flexible work, parental leave, pay equity and initiatives targeted at proactively getting more women into leadership positions. Each question is weighted differently, and for start-ups, it’s a little different. DCC’s work is incredibly important to drive social change. Already, 80% of companies rejected by DCC have improved their policies and implemented programs to support women.
Detail the approach that was taken to implement the project or initative.
The approach DCC took to driving gender diversity in tech involves holding companies accountable and separating those who truly value women apart from the rest.
DCC want women to have access to a jobs network where all the listed companies are transparent in their policies regarding women and diversity. They don’t allow recruitment agencies to advertise, and all the communication is directly with an employer. Women can go on DCC’s website, check what policies an employer has in place and decide whether it is the right place for them.
DCC’s influence does not stop there- as a social enterprise, DCC’s focus is very much on the future pipeline of women in tech along with leveraging the leaders’ influence in their community to raise awareness and share practical tips on improving the current state of the industry.
DCC’s partnership network includes many industry organisations such as Women in IT Queensland, Females in IT & Telecommunications, Engineers without Borders, Women in Science, Female Engineers at Monash to name a few. Collaborating with their partners, hosting events and sharing the passion of promoting female participation and advancement is part of DCC’s long-term commitment to securing a future pipeline of women in tech.
The impactful not for profit campaigns being led by DCC include ‘Super Hero Daughter Day’ – developed with Tech Girls are Superheroes to breakdown a stereotype mindset. Superhero Daughter Day is designed to get primary school age girls excited about technology and learn to code with their parent’s involvement. Since 2016, this initiative has seen over 1,000 girls and parents participate in interactive workshops all over Australia and New Zealand.
Another not for profit initiative is Australia’s first ‘Flexible Working Week’, launched in 2017– developed for organisations to put themselves on a flexible working ambassador list and declare a safe week on the calendar for people to openly have the work flexibility conversations. This campaign was a huge success, with over 50 organisations taking part, and tens of thousands of employees receiving a letter from their CEO to encourage them to discuss how their role may be done flexibly.
Other not- for-profit campaigns include ‘Leaders for Diversity’, ‘Re-inventing outdated recruitment practices’ and ‘Pledge for Parity’ for International Women’s Day in 2016 and ‘Be Bold for Change’ for International Women’s Day in 2017. Over 70 leaders from Australia’s largest and most influential companies joined the campaigns to add their voice of support to drive tangible outcomes. These were amplified through DCC’s social media channels along with mainstream media- since DCC’s launch, the company has been featured in over 76 articles and videos by the likes of Sky News, Channel 7, Business Insider, The Sydney Morning Herald, AFR, Forbes and Huffington Post.
Was there organisational/industry or other resistance to the initiative? If so, detail the actions taken to overcome resistance to the project or initiative.
When DCC first launched, it encountered some scepticism, from people who made comments such as “Is this just a job board with a woman-friendly badge on it?” DCC worked hard to prove this was not the case and became known for its comprehensive qualification process and its stance on never compromising.
Due to this qualification process, DCC have come across companies who did not qualify to advertise due to poor internal support for women. Dismal parental leave policies, non-existent pathways for women to reach leadership roles and old-fashioned CEOs at the helm are some of the barriers that prevented these companies from working with DCC.
On a positive note, 80% of the rejected companies actively put measures in place to improve and will return for re-evaluation and approval.
One of DCC’s key values is being courageous and sticking to their ideals no matter what. An example of this was when the company was offered $1million by a private equity firm. However, a condition of receiving the funds was to abandon their pre-screen process and accept any organisation wishing to advertise with DCC. This funding, especially at such an early stage would have taken significant financial pressure off the business and accelerated their growth. The cofounders were united in their decision; DCC was created to change how organisations treated women, and taking this funding would be against their mission. The cofounders turned down this funding and this proved to be the right decision, with the business experiencing huge growth while maintain the community’s trust and respect from DCC’s clients.
Detail the follow up or response to the project or initative by the organisation /industry /sector. For example has it been extended for a further year, or has the scope been expanded?
Due to DCC’s huge success in Australia and enquiries from clients with international presence, the company is planning its global expansion.
The trust and transparency established with DCC’s community ensures the jobs board attracts talented women with a much higher success rate than traditional methods. DCC have a fantastic success rate of 50% of job seekers being short listed and 25% hired.
The response from the community of women and DCC clients has been extremely positive. Some [testimonials] include:
“I am absolutely loving my new job at RMIT Online that I got through DCC. Thanks to DCC I am now part of a workplace who are passionate about empowering women in IT. I'm working in an incredible space with amazing colleagues, and am so thankful for the help in changing my work life!" Aisling Wood.
Landing my new role as a Software Engineer at The Yield through DCC turned out to be the golden ticket. I highly recommend DCC as a job board for women!" Anne McCloghry
"Thanks to DCC I am now working at Accenture. Not only does Accenture have a strong global brand, but it provides a working environment that encourages collaboration and innovation. Accenture is a committed to providing a diverse and inclusive workplace and as such, has been able to provide me a flexible work arrangement that suits my personal circumstances." Elizabeth Morley
“I’ve been working with DCC to hire talented women to join our Data Science, Engineering and Business Analysis teams and the candidates coming through the platform are excellent!” Donna Forlin, Director, Engineering and Data Science, The Yield
“In the course of the interview of a Snr Analyst/Product Specialist role, we spoke about the motivation for applying for a role with Origin and long term goals. The applicant mentioned she’d applied through the DCC website. She went on to say that when she saw Origin was advertised DCC, it re-iterated to her the focus the company has on diversity and it confirmed to her that we offer a genuine career path into senior and exec roles for female candidates.” Andy McDaid, Sourcing Channel Manager at Origin for Alexander Mann Solutions.
"Working for organisations who are willing to take steps to change their workplace culture has been the most inspiring workplace environment achievement in my lifetime. I'm so grateful, because I know with these steps, it is creating a career pathway for my daughter and our next generations who benefit in their futures! Thank you DCC for being the beacon! " Barbara Sheehy
In November 2016, DCC also introduced a new certification for employers, the Flex Able Certification, which is awarded to organisations after a careful examination of when, where and how the company's employees work to ensure flexible work options are a reality. Flex Able Certified Employers stand out by positioning themselves as providing a truly flexible environment and candidates are assured they’re able to discuss working flexibly up front at the interview stage.
DCC have received accolades for their work including finalists for 2015 Women in ICT in the Innovation category. In September 2016, Gemma was also awarded the Women in IT entrepreneur of the Year.
Regular participants in advocacy events on gender diversity, DCC have provided expert commentary on gender diversity and entrepreneurship at events such as:
• Women in Tech & Telco Leadership Summit
• Akolade: Boosting Women in STEM Conference
• Sky News Panel: Female Entrepreneurship in Australia
• Channel 7 Today Tonight Show
• SOPAC 2016
• Transport for NSW and Women in Engineering Sydney: Retaining Women In Senior Roles
• Diversity Practitioners Association: What works at work: Propelling women into leadership!
• BPW Equal Pay Day
• Griffith University: Leadership Engaging Diversity
• Swinburne University: International Women's Day
• Griffith University: Workshop in Equity, Diversity and Gender in Employment
• UNSW Business School- GSA biannual Professional Event
• Amazon- Amazecon Diversity Breakfast
• QLD Government- Inspire Leadership
Please provide 2 references being the beneficiaries or people that experienced the change (as a result of the initiative). Details to be provided should include:
4. Phone number
6. Short description (up to 250 words) of association with the nominated diversity initiative eg as a beneficiary, experiencing the outcome, etc.
Organisation The Yield
Former Chief Operating Officer
As a start-up in the agriculture technology space we have a desire to build a talented, well balanced team. Diversity and Inclusion are our core values and it is important for us to stand by what we say and in our actions. We were delighted to be accepted into the DCC group of endorsed companies. DCC’s requirements ensured our policies were appropriate and “lived” by the board and management team. DCC requires you to carefully think about how you actively support and encourage gender diversity. We have for example scrutinised the language used in our job advertisements to remove unconscious bias from the descriptions. We identified traditional corporate jargons that may discourage women from applying and replaced these by neutral words. Working with DCC ensures we had a way of achieving our gender diversity targets, which are part of our overall strategy. For us, the benefit of a good gender balance is achieving diversity of thought which is crucial to have in our industry. I credit DCC’s reputation in the market and the trust they have developed with the female job seekers to their ability to attract very talented women. The quality of the applicants from DCC are exceptional - 90% of DCC candidates were interviewed and 40% were hired. DCC provides us with an opportunity to attract and retain a diverse and talented workforce.
DCC helped me advance my career by getting me a position at a world class university where I am working with mentors in an environment that both challenges and supports me. DCC’s job site was an eye opener as a job seeker. It gave me the tools to control my job search and strategically apply for work with an employer I knew I’d be happy with and would value me and the contributions I could provide. This has been a huge opportunity for me and I can't thank them enough for making this happen.*
What outcomes have been achieved against overall program or organisational performance? Using metrics specify these outcomes, for example financial, growth, policy achievement, performance or capabciltiy uplift?
DCC are fast-tracking gender equality by making companies’ progress in this space transparent; giving women the ability to easily assess employers along with inspiring organisations to lift their standards.
Some of the social impact by DCC Clients:
• Accenture became the first professional services firm to commit to a gender balanced workforce by 2025 in 2017, following BHP’s announcement of the same target in 2016.
• AGL increased paid parental leave from 14 to 20 weeks for primary carers
• BOQ increased from 27% to 32% women in leadership in 5 months
• The Yield conducted a pay audit to identify gender pay gaps
• Xero have introduced part-time developer roles- very rare in the industry
• Schneider Electric’s entire Exec team has signed up to the Flexible Working Ambassador pledgee introduced part-time developer roles- very rare in the industry CSR changed parental leave policies to gender neutral and doubled paid parental leave for secondary carers