Prospects

So, you want to make a difference about something specific. Here are some suggested routes around Parlour. We will develop these as new content is added to the site. If you have suggestions please let us know.

• You are about to graduate. You’ve heard about the graduate salary gender pay gap and don’t want to fall into that trap.

  First off, make sure you are informed, both about the gap and current pay rates. Read Justine Clark’s essay Architecture, Gender, Economics and look at the Graduate Salaries Survey. Follow up the links collected in the Pay Equity section, including the EOWA’s Gender Pay Gap: The Facts, Why It Is Important and What Can Be Done About It. Look at material on the various resource sites such as the EOWA and The Fair Work Ombudsman. Then read the material on negotiation in Tips & Tactics. Talk to others – men and women – to get a sense of what the going rates are, take a deep breath and negotiate.

• You are about to graduate. How do you find out who the better employers are?

  Ann Lau provides excellent advice an tips for new graduates, along with references to external sites, in  The questions to ask.

• You are a director of a practice. You’re well-intentioned about gender equity, but still seem to lose women staff. Where should you start?

  There is a lot of material out there to help you. Look at the material, resources and links on the business case for diversity. Some of this includes strategies to help you get started. Read up also on unconscious bias and how to address it – the links as well as the posts. Various gender analysis toolkits can help you identify strengths and improvements for your practice – look in the workplace section of Toolkits. The pay equity audit toolkits could also be helpful. The leadership links in Tips & Tactics include material on how to support women in the workplace. You might also like to read the reflective pieces on the nature of practice in at work.

• You are setting up an event, or looking for people for a jury. You’ve asked a woman and she declined. How do you ensure a ‘gender diverse’ line up?

  First of all, you need to check who you’re picking up the phone to. To help understand why this matters read Jeremy Till’s post on his 30% pledge. Have a look at the links in the Public Culture section of Tip & Tactics. Look at the great campaign against gendered conferences run by Feminist Philosophers, which explains the issues and has specific tips on how to address them. Once Marion’s List is up and running it will be a great resource to help you find some of the smart, articulate women out there.

• You saw an interesting-looking event, then realised the line-up was all men over 5o. Surely a wider range of input would be more interesting. Is there anything you can do about it?

  You never know, you might be able to make a difference. The Feminist Philosophers’ Gendered Conference Campaign includes a sample letter they send to event organizers, which might give you some ideas. You might also enjoy reading Jeremy’s Till’s post on his 30% pledge.

• You have been asked to participate in an event, but notice that there are few women participating. What should you do?

  Take a stand. Raise the issue with the organisers, commenting that you would be happy to participate if and when they improve their gender balance. Get some inspiration from Jeremy Till’s 30% pledge and Rebecca Rosen’s article in The Atlantic “A Simple Suggestion to Help Phase Out All-Male Panels at Tech Conferences“.

• You work in the mid-levels of a practice that seems to have no awareness of gender. You’d like to make a difference, but how do you raise such matters in an effective way?

  This is a really hard one. Finding out more about the ‘business case‘ for gender equity could be a good start – there are lots of links to a great range of material, all of which argues that leadership must be shown from the top if economic benefits are to flow. Look also at the material on unconscious bias and the Male Champions of Change project. We’ll let you know when we have more ideas or information about what to do here!

• You know you should try negotiating about your pay and conditions, but really don’t know where to start.

  Read the material on negotiation in Tips & Tactics. Research suggests that many men and women negotiate differently. The better informed you are the better equipped you’ll be.

• You want to shift to flexible work. How do you manage the transition and what are your rights?

  Start with the Flexible Workplace links in Tips & Tactics. Also have a look at resource  sites like the  EOWA and The Fair Work Ombudsman.

• You’ve been in the profession a long time and have learnt a thing or two. You’d like to pass some of this on. How can you do this?

  There are a few ways you can pass on your knowledge. You can find links and posts about mentoring, find out how you or your organisation can get involved with Parlour or jump right into our surveys and polls.

• You think there isn’t a problem.

  Read this post by Gill Matthewson or this essay by Naomi Stead or find out more about unconscious bias.

• You are just so excited about everything you’ve read so far that you think you’d like to do further study. How do you start?

  Get in touch with the researchers.