Ten Steps to Achieve 30 by 30 in Ten Years, by Julia Muir
First published
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The focus of our 2019 conference was how we will assist our members in reaching our shared goal of 30% of women in key leadership positions by 2030. Below are Julia's '10 Steps to Achieve 30 by 30 in Ten Years'.
1
Know your data & be accountable for progress
- Collect your gender balance data for all current roles.
- Monitor this data within your board’s business KPIs.
- Analyse your promotion rates, external hires, turnover and returner rates by gender.
- Conduct pay gap audits annually and take action to close the pay gap.
- Ensure all gender data is also supported by ethnicity data to identify intersectionality.
2
Identify the size of the task
- Identify the key roles based on their importance as pivotal career roles.
- Identify the gender gap and therefore the size of the task for each of these key roles.
- Identify if there is a particular “revolving door” role through which women are entering and then swiftly leaving the business.
- Identify if there are particular managers that seem to be unable to recruit and retain women.
- Create a plan to address each role.
3
Invest in future profitability
- Allocate a realistic budget to achieve the task.
- View this as an investment in the future profitability of the business.
- Make a public commitment to achieve change to investors and key stakeholders.
4
Identify sources of skills
- Identify the new skills you need for future business transformation.
- Update job and person specifications.
- Identify the potential sources of women with these skills - both internal and external.
- Know your female managers and their career goals - never assume or listen to hearsay.
5
Recalibrate
- Recalibrate your working practices to accommodate a wider variety of employees.
- Remove out of date 20th century working practices.
- Young people and women choose to work in flexible and empowered environments.
- Flatter structures and opportunities to progress swiftly are preferred by higher performers.
6
Focus on productivity not presenteeism
- Improve productivity through flexible and agile working and shorter shifts.
- Use effective people management and leadership to motivate teams to achieve tasks.
7
Reach Out
- Reach out to new talent pools to encourage more women to apply for roles in the business.
- Employ specialists in female and diversity recruitment rather that automotive recruiters.
- Ensure your communications and digital platforms make your diverse female employees visible - and not just on careers pages.
8
Welcome In
- Write job adverts with language that is not off-putting to women.
- Ensure criteria is realistic and absolutely necessary.
- Be transparent about flexible working policies and salaries.
- Remove names and photos from application forms.
9
Pull Through
- Spot potential and encourage senior management sponsorship of high potential women.
- Ask women for feedback on what are the barriers to progression, and take action.
- Ask women to apply for promotion rather than waiting for them to apply.
- Implement equal paid parental leave for men and women to ensure women do not pay a motherhood career penalty.
- Moderate for the fact that success and likeability are positively correlated for men and negatively correlated for women.
10
Hold On
- Ensure effective reintroduction after parental leave - discuss career plans.
- Do not put women returners in the career slow lane on the assumption they want to “lean out”.
- Celebrate successful women and give them visibility and appreciation.
- Ensure you have equal pay and introduce transparent remuneration policies.
- Ensure bonus and merit pay policies do not penalise those working shorter hours.
- Ensure all the ten steps are sustained and consistently implemented.