1. Sport Education Conference University Sunshine Coast 3/4 July 2014

2. Overview Where are we at now? Why is Gender Equity on Boards Important? What’s stopping more progress? Ways to Attract Women Resources

3. Video - Are You On Board Campaign Recently released by VicSport as part of its new campaign http://www.youtube.com/watch?v=KJWzBwIHC nY&feature=youtu.be

4. Where Are We at Now in Business? Norway's 40% quota for female directors of listed companies came into force in 2008 Since then quotas imposed in Belgium, Iceland, Italy, the Netherlands and Spain

5. Where Are We at Now in Business? Workplace Gender Equality Act 2012 requires non- public sector employers with 100 or more staff to submit a report to the Workplace Gender Equality Agency 18.2% females on ASX 200 boards is (28 May 2014) 41 boards in the ASX 200 still do not have any women Source: http://www.companydirectors.com.au/Director-Resource-Centre/Governance-and-Director-Issues/Board- Diversity/Statistics

7. Where Are we At Now in Sport? ASC Governance Principles 8 x Principles http://www.ausport.gov.au/__data/assets/pdf_file/0004/563629/ASC_Governance_Principles.pdf ASC Mandatory Governance Principles (for large partner NSO’s 9 top 7 funded) http://www.ausport.gov.au/ais/australias_winning_edge/mandatory_sports_governance_principles Target of 40% women on Boards by 2015 So far only Hockey Australia has met target with 6/11 female Directors

8. Where Are We At Now in Sport? 8/63 female Presidents of NSO’s = 12.7% AUS vs 17% (27% MSO’s) CAN vs 10% UK 127/439 female Board Directors of NSO’s = 28.9% vs 24% (34% MSO’s) CAN vs 27% UK Sources: http://www.ausport.gov.au/participating/women/sport_leadership_register/women_on_boards_2013 http://canadiansportforlife.ca/sites/default/files/user_files/files/CAAWS%20CS4L%20Engaging%20Women %281%29.pdf Source: http://www.wsff.org.uk/news-and-views/wsff-trophy-women

9. Why is Gender Equity on Boards Important? More than about women, gender equity is the simplest measurement and a good starting point Do the right thing for women, then you will be doing the right thing for other groups from different backgrounds and your community 3 main reasons (Participation, Funding & Profile) Reference: http://www.wsff.org.uk/system/1/assets/files/000/000/313/313/ec574caf7/original/11 _compelling_reasons_why_sports_should_work_with_women_and_girls.pdf

10. Why is Gender Equity on Boards Important? (Cont) Greater Participation of Females Females fastest growing market in many sports e.g. Cricket, Football, Aussie Rules, Rugby Union Higher Drop Out Rates for females ( Keeping them involved is easier than attracting new members) Interests of women, children & families are more likely to be taken into account by female Directors Selecting the best people from the widest possible talent pool

11. Why is Gender Equity on Boards Important? (Cont) Increased Funding Access to more grant funding, potential loss of funding for not meeting board targets e.g. NRL, ASC Untapped sponsorship market for women who control 70% -80% of household buying decisions UK 0.4% of total sponsorship to elite female only sport vs 61.1% to elite male only sports Investment in women is cheap way to achieve better results at a faster and more sustained rate

12. Why is Gender Equity on Boards Important? (Cont) Positive Profile Better reputation with the public (if welcoming, otherwise will go elsewhere) Stronger relationships with the media Changing community expectations Chance to lead and be recognised

13. Questions Which of these reasons is a good reason for your organisation to bring about change and think about how to bring more women onto your Board? If you have two or more women in your Board, then what benefits have you noticed?

14. What’s stopping more progress? Unconscious bias (stereotypes) e.g. retailers, recruitment Group think: cycle of men selecting more men, board reinforces each others' thinking, leading to insufficient debate & poor decisions Psychological barrier: Women’s confidence in themselves Time based barrier: Family responsibilities Interpersonal: Lack of support/mentors

15. White male and stale!

16. Ways to Attract Women Leadership: Willingness of key leaders to change e.g. Starts with President, administrators/coaches/sponsors who set the standard e.g. Male Champions Put the issue on agenda (Vic Sport video) Make a public commitment/Policy and Plan on Website Good management of cultural shift if quota introduced Pathways: Develop pathways (e.g. short term tasks/projects, sub- committees, shadow positions)

17. Ways to Attract Women (Cont.) Structure: Build in formal ways to increase more places for women (e.g. Hockey equity clause with min 35 % of one gender; female President/male VP, female & male co-chairs, boards power to appoint independents, then women stand for election after 12 months) Limit terms of office, succession planning Reserve places for women when merging orgs

18. Ways to Attract Women (Cont.) Recruitment: What skills do current Committee/Board members have now? What do we need for the future? (Do a skills audit well before AGM) Diversity profile (age, children, disability, CALD, ATSI, skills, qualifications, etc) Identify, ask, & nominate women with the right skill set

19. Ways to Attract Women (Cont.) Promote positions (e.g. newsletters/posters/emails/website) Media release & advertisement for local newspapers Nominations Group/Sub-Committee (Approach 2-3 people outside your organisation to help e.g. Chamber of Commerce, Council, Rotary/Lions, University, School Principal & former elite female athlete)

20. Ways to Attract Women (Cont.) Retention: Need at least 3 women for Boards to work well Try not to appoint just 1 woman, try 2 as a min Orientation/Information Timing and Location of Meetings Fun and friendship Mentor, support Reward and Celebrate: Awards e.g. Champions of Change

22. The Case for Considering Former Female Athletes on Boards More than 4 out of 5 executive businesswomen played sport growing up & vast majority say lessons learned on the playing field have contributed to their success in business Source: MassMutual Financial Group and Oppenheimer Funds, A Survey on Sports in the Lives of Women Business Executives, 2002: From the Locker Room to the Boardroom: http://www.prnewswire.com/news-releases/new-nationwide-research-finds-successful-women- business-executives-dont-just-talk-a-good-game-they-played-one-75898622.html

24. How you can help “There are those who look at things the way they are, and ask why... I dream of things that never were, and ask why not?” Robert Kennedy If it’s not you, then who? If’s it not now, then when? Peter Baines Founder, Hands Across the Water

27. Resources Women on Boards: A Guide to Getting Involved http://www.caaws.ca/leadership/women-on-boards/ VicSport’s 'Are You On Board' Campaign http://www.vicsport.asn.au/News.aspx?ID=157 Vicsport’s Good Governance Tool Kit http://www.vicsport.asn.au/Assets/Files/FINAL_Good_Governance_ToolKit_Update.pdf Better Boards Stronger Sport Toolkit (EU Funding) http://www.irishsportscouncil.ie/Governing_Bodies/NGB_Support_Kit/Better-Boards-Stronger-Sport- Toolkit/Download-the-online-optimised-Better-Boards-Stronger-Sport-toolkit.pdf Being Board Ready: A Guide for Women http://www.communities.wa.gov.au/communities-in- focus/women/Leadership/BeingBoardReady/Documents/WAC_Toolkit.pdf

28. Resources (Cont.) ASC’s Women in Sport Leadership Register http://www.ausport.gov.au/participating/women/sport_leadership_register Workplace Gender Equality Agency info & resources https://www.wgea.gov.au/lead/improve-against-gender-equality-indicators Test Your Own Unconscious Bias http://www.diversitypartners.com.au/resources/test-your-own-unconscious-bias Assess your board strengths http://mwa.govt.nz/assess-your-board-strengths Diversity Case Studies from the UK http://www.diversitychallenge.co.uk/case_studies.php

29. Contact Details Leanne Evans Executive Officer Australian Womensport & Recreation Assoc. http://www.australianwomensport.com.au/ Email: eo@awra.com.aueo@awra.com.au Tel: 0417 282 293

30. Questions? Thank you.