A large number of reports have been written on women in the workplace and on women and leadership, both in architecture and in other disciplines.
We link to some of the ones we have found most useful. If you can recommend other useful reports please contact us.
Architecture
Diverse Approaches
Consult Australia's Diverse Approaches report outlines best practice for improving workforce diversity. A companion project, still in development, will provide advice specific to consultants in the built and natural environment.Diversity in the Architecture Profession (2004)
Report from the American Institute of Architects National Associates CommitteeGathering and Reviewing Data on Diversity within the Construction Professions
A 2007 report by Ann de Graft-Johnson, Rachel Sara, Fiona Gleed and Nada Brkljac, commissioned by the the Diversity Panel of the UK Construction Industry Council. Includes an extensive bibliography.Going Places: The Career Progression of Women in Architecture
The result of a comprehensive 2005 survey of women in Australian architecture, by Paula Whitman including a set of recommendations.Practice and Gender in Architecture: A survey of New Zealand Architecture Graduates 1987–2008
A 2010 report by Professor Errol Haarhoff looking at the progression of New Zealand women architecture graduates into practice.Royal Architectural Institute of Canada: ‘Consultation & Roundtables on Women in Architecture in Canada’
The Royal Architectural Institute of Canada (RAIC) commissioned this report in 2003. Recommendations include: celebrating women’s achievements, publishing salary grids, improving Institute flexibility to recognise part-time employment and parental leave and expanding the definition of ‘architect’ to those in non-traditional roles.The Career Progression of Men in Architecture
This Australian Institute of Architects report is a response to Paula Whitman's Going Places report. Many of the findings regarding mens attitudes to workplace and promotion are similar to Going Places, with the major difference being in family responsibilities. The report concludes by asking if this is enough to explain the substantial attrition of women from the profession.Towards a More Egalitarian Profession, 1991 (PDF)
The findings of the 1991 Royal Australian Institute of Architects Committee on the State of Women in Architecture. The report identifies three areas for action: careers advice, education and practice and includes policy recommendations to the Institute.Why Do Women Leave Architecture? (PDF)
This paper was the result of an investigation into gender imbalance in the architectural profession in the UK in 2003. Like Australia, despite rising numbers of women studying and graduating from architecture, there are lower rates of registered and actively practicing women. The project used a blend of survey and interview work to examine the low retention rates for women in architecture and made a series of recommendations.Why Do Women Leave Architecture? RIBA response (PDF)
The RIBA response to the report Why do Women Leave Architecture?Women in the Architectural Profession (1986) PDF
Report by the Royal Australian Institute of Architects to the Human Rights Commission. Based on three surveys – one sent to all Australian architects, one to students and one to women architects – the report includes a discussion of policy implications, a bibliography and the survey itself. (Note: blank pages have been deleted from the PDF)
Business
Lessons from female leaders in professional service firms
A report by Bain & Co, based on interviews with 19 senior businesswomen, which outlines strategies that have helped them succeed.Level the playing field: A call for action on gender parity in Australia
Another report from Bain & Co, based on a survey of more than 1,200 members of the Australian business community. This outlines the major inhibitors to women's progression and provides guidelines on how to address these.Myth of the Ideal Worker
An influential report from Catalyst, which argues that similar approaches to career advancement lead to different results for men and women. "Even when women stay on a traditional career path and do 'all the right things', they’re unlikely to advance as far or earn as much as their male counterparts." The report identifies strategies to help individuals get ahead and issues for organizations to address.Only Skin Deep? Re-examining the business case for diversity
This report by Deloitte provides a good overview of the business case for gender diversity, arguing that "the value of diversity lies in developing an inclusive workplace – and that means adaptation, not just assimilation and tolerance." The report concludes with a series of Action Points that provide practical ideas for organisations wanting to improve.Our Experiences in Elevating the Representation of Women in Leadership: A letter from business leaders
15 male CEOs outline their experiences of elevating women to senior leadership positions. Includes strategies and case studies. An initiative of the Male Champions of Change, convened by Elizabeth Broderick, Sex Discrimination Commissioner, Australian Human Rights Commission.The Business Case for Woman as Leaders – One woman is not enough
A white paper from Chief Executive Women, includes an outline of the business case, myth-busting and a series of first steps for organisations wanting to change and improve their performance.What Stops Women from Reaching the Top: Confronting the tough issues
This report from Chief Executive Women and Bain & Co argues competing work-home priorities are not the greatest factor impeding women’s career progression – rather differences in leadership style also have a big impact. The study finds that 'valuing diverse styles is key to women’s career advancement'.Women in Leadership
Three Women and Leadership reports have been produced by Ernst and Young: Women in Leadership – What will it take to get Australia on target?; Women in Leadership – How smart are you? and Women in Leadership – Engaging Australian business (in side bar to right of web page) The first two also include guidelines on improving gender equity.Women in Leadership: Looking below the surface
This report from the Committee for Economic Development of Australia includes recommendations, case studies and insights from government and business.
Government & other professions
Bridging Leadership Barriers, Australian Federation of Medical Women, 2008–2009
This project from the Australian Federation of Medical Women aims to improve leadership skills and computer literacy for women. It was established after it was identified that levels of female participation on national professional executives were lower than their male colleagues (an issue architecture shares).Generation F: Attract, Engage, Retain
"Generation F – women aged between 16 and 65 – remain significantly overlooked, under utilised and untapped." EOWA report providing advice and examples of how organisations can harness the skills, commitment and ambitions of Generation F to benefit their workplace. Organised into 3 sections: Attract the best talent to your organisation; Engage committed and motivated employees; Retaim the skills and experience of Generation F.Moving on From One Size Fits All: Gender Mainstreaming in the Medical Profession, Australian Federation of Medical Women, 2004
An excellent discussion paper funded by the Australian Government Office of the Status of Women that proposing ways of incorporating the diversity of medical men and women within medical practice and outlines discriminatory practices that are still occurring.The Gender Pay Gap: The facts, why its important and what can be done about it
The impact of a sustained gender wage gap on the Australian economy
A report from the National Centre for Social and Economic Modelling, which concludes that the sustained and persistent gender pay gap is having a significant negative effect on Australia's economic performance.
