Yes, the project or initiative has been established for more than 2 years.
Team - who worked on the project/initaitve
Client Loyalty Champion
Managing Director A/NZ
Overview - Provide a summary to introduce the project or initiative
From the research we conducted it showed that we had a ‘funnel’ gender gap, which meant the higher in seniority the wider the gender gap became. It became apparent that Experian had an opportunity to create awareness, understand more about supporting females in our company and implement changes in our organization to better support inclusivity, diversity and equality.
According to external benchmarks taken from McKinsey and PwC, at each level, Experian has a slightly lower number of females in the company.
When it comes to general management roles the balance between men and women is not as good as it could be, with only 29% of these roles being held by women
In APac, 40% of our total population are women and only 31% are at a decision making level, which was not the position we were happy with.
The research started us on a journey of diversity, reflection and the willingness to change how we support, develop and retain our female talent at all levels.
This project will affect everyone in the company, becoming a more diverse and inclusive global company who discuss this challenge and the solution at a board level, is a company that we all want to be apart of and work for.
Our objective was to raise awareness, change the perspective of Experian to our employees and potential candidates and play an integral role of change tech diversity in the APac region.
Detail the approach that was taken to implement the project or initiative, what actions were taken and why?
The first thing we needed to do was understand what was happening on the shop floor from both men and women, so we conducted a regional survey asking everyone their thoughts, areas to improve and how to move forward. From this regional survey we started to understand exactly what needed to be done.
We then presented our findings to all staff to bring the survey responses to life. This was a great opportunity to workshop our current issues around diversity and how we can develop an initiative to offer what we need and what our employees want.
After collecting all our information the women in Experian initiative was launched, our focus was to build a culture that allows for reasonable flexible working solutions ranging from a formal flexi - work arrangement to a one-off need, enhances productivity and improved business results for the organisation, help employees enhance their work life balance, embed the diversity and inclusion focus in our existing employee programs such as learning and development and rewards and engagement.
Internally we conducted a panel discussion to understand and align what flexible working looks like at a regional level, we are running monthly workshops for women focusing on their development, launching a quarterly book club, a huge IWD celebration choosing fitted for work as our partner charity (we donated over $4,000 worth of clothes), created amenities in office where they were lacking (breastfeeding rooms) and this topic is now on the regional board meetings to review each month.
We invested in external coaching for key female talent to support them, mentor them and get them ready for their next senior role in the company. Globally we purchased an unlimited license to the everywoman application which gives everyone in the company access to webinars, articles, workbooks and information for development and growth.
Was there organisational/industry or other resistance to the initiative? If so, detail the actions taken to overcome resistance to the project or initiative.
The main resistance in the company was that just focused on women was not the answer to diversity and inclusion. Our employees felt we needed to expand this initiative to look all different areas that would make Experian a place that everyone enjoys working, feeling supporting and welcomed.
This meant not just focusing on the challenges around females in the office but expanding this to look at how we support different cultures, religions, race, gender, disability and the LBGTQI community.
We have taken steps to expand this initiative and bring all of the different elements of diversity into this program, with focus on equality for all.
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?
We have extended our program for another year, and our key driver is to become the employer of choice for female talent, enhancing gender balance, building a flexible working practice, gender pay parity, ensuring appropriate amenities are in order, like parenting rooms, developing our female talent and participate in the community as a thought leader in this area.
Following the success of International Women’s day celebrations and clothes donations we will be celebrating International Men’s’ day in November and supporting a clothing charity for men.
Our Australia & New Zealand, our high potential coaching program has now come to the end of its six month formal coaching however the group have opted to continue working together on how they can to support their individual development plans plus they are working as a group on how they can deliver back to the organisation.
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.
- Name – Christine Smith
- Organisation – Experian - Australian & New Zealand
- Email Christine.email@example.com
- Phone number + 61 (0) 3 8530 2448
- Role – Senior Customer Operations Manager, Data Qulaity & Targeting
The Women in Experian network is great for the business as a whole as it gives women the confidence and support to develop their roles and motivation to pursue a successful career. Being selected in September 2015 to complete the Experian Talent Network training and development gave me the confidence and focus which I now look back on very fondly. It helped me to recognize the importance of clear objectives and time management which followed through to me making positive changes for the business as I was better equipped to raise and fix issues.
I have also been lucky enough to have an individual mentor who on top of helping me with my own personal development has been available for advice on major issues as well as helping in times of uncertainty when raising problems with the structure of the business operations.
1 year later, in October 2016 I was one of 5 women selected to participate in our first ever external coaching program for Experian ANZ High Potential Women with Sam Collins. This was 6 1-2-1 sessions and 3 group sessions. This has given me a wealth of knowledge, confidence and motivation to improve the business structure plus helped me find a healthy work life balance.
- Name – Caitlin Riordan
- Organisation – Experian - Hong Kong/Greater China
- Email Caitlin.firstname.lastname@example.org
- Phone number +852 9267 5020
- Role – Hong Kong Country Manager and General Manager of Data Quality and Targeting
As part of the Women in Experian network globally, I’ve been able to make an impact to the women in our region across Greater China. One of the biggest areas of impact has been around support for mothers in the workforce, and this is something I’ve personally been impacted by.
In November 2016 I welcomed my first born child and Experian was able to offer me some extended leave without pay so that I could take 6 months away from the workforce to enjoy bonding time nursing my baby. The local labor laws for Hong Kong is 10 weeks paid leave, so being able to extend this to 6 months with unpaid leave made a big difference to me and my family. It also meant I was rested and excited to come back into the work force this May.
In addition to this, our building facility in Hong Kong didn’t have any available lactation room, other than the communal bathrooms used by all companies on the floor which are not in the best shape to be spending extended time in. Seeing this gap, Experian installed blinds in one of our meeting rooms enabling me to have privacy and to use that room as I required to help me return to the workforce but still provide for my child.
Work / family life balance is so important and both of these changes have made a big impact for me, particularly because I’m living and working in a country, 9 hours away from extended family support.
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?
45% women overall in APac – we are leading globally on female representation. A 5% growth since the Women in Experian initiative
FY16 saw gender representation at senior grades move from 31% to 44% - More senior women, more role models!
Opportunity to strengthen pipeline of women coming up the ranks
Workshops happening all over the APac region supporting and developing our women
Women in Experian launched in all APac markets to drive local engagement & momentum
Focus on building a culture and a supporting environment to meet diverse needs of the workforce
Better parental leave policies supporting diverse family’s, supporting women coming back to work and offering men coming back to work support
Largest number of female attendance on our regional sales conference
Over $4,000 worth of clothes donated to charity, fitted for work