“Contemporary Global Perspectives on Gender Economics”, academic text by Susanne Moore (2015)

IGI book linkThis text, published in July 2015 includes chapters from an international academic collection of academics and practitioners in the fields of economics, sociology and diversity.

About the Book

The rise of women in the workforce has led to many campaigns for wage equality and the impartial treatment of both sexes as they pursue careers previously designated as either a man’s or a woman’s job. The impact of these campaigns has been felt, but a sense of gender stereotyping still affects not only the social and cultural well-being of the modern organization, but the drive for innovation and economic success as well.

Contemporary Global Perspectives on Gender Economics challenges current economic theory, targeting the way gender is often used for economic gain or increased market share. Experts realize that company growth can no longer be achieved by taking a conventional approach, but few follow through with introducing new frameworks that change the way diversity is treated. By acknowledging that issues like childcare and the wage gap are not only a woman’s challenge, this book speaks to legislators and policymakers, economic developers, corporate practitioners, educational faculties, and students of all disciplines who are looking to change the way gender is viewed in the workforce.

This essential reference source features chapters that combine the concepts of gender theory, sociology, and economics and cover topics including economic equality, gender bias, the history of gender economics, industrial creativity, and the impact of social connectedness on life satisfaction.

ORDER THE BOOK OR CHAPTERS ONLINE HERE

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Enough is Enough – What’s happening to our men?

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“The number of working women in the United States is about to surpass the number of working men. Three-quarters of the people who have lost jobs in the current recession are men” (Harvard Business Review September 2013),  yet women still earn on average 77 cents in the dollar to that of a man. On the surface these statistics seem like a great thing, and to a degree they are, but if women remain the bulk of the underpaid workforce and men remain the bulk of those in power, there will be even greater issues for women in the future.  As the article points out, many companies are still failing to provide the right products and services to women and these companies are the one’s who will suffer in the future because of women’s increased financial ability to consume and influence.

There are other issues for men when their working lives are impacted by long-term unemployment and these can include a loss of self-esteem, a loss of financial stability and general emotional insecurity.  This can be difficult for those men who were previously the breadwinner and may feel a loss of identity. The change in status for them in their home life and the way they think that they are perceived by the community can lead to depression and illness which will ultimately impact the economy.

There may be more severe impacts on society, particularity if some men start to see themselves negatively and begin to relate to women in a different way because of these feelings of inadequacy and fear.  Books like “Guys and Guns Amok, Domestic Terrorism and School Shootings from the Oklahoma City Bombing to the Virginia Tech Massacre” Kellner (2008), cite a ‘crisis of masculinity’ because men’s previously secure identities are now in question and a change in breadwinner status could lead to an increase in violence because some men can not cope with the change in their status.  Kellner says;

Quote

Direct extract

 

One can only speculate how a major change in the status quo of gender balance of the workforce may impact society, but it is something that we need to understand quickly.  Kellner also believes that ‘white men fear losing their status as the dominant group’ (pg.; 93) because of globalisation and multi culturalism.  This combined with the increased agitation by women for their own equality, may push some men to violence when fear and insecurity turn to anger.  Kellner goes on to talk about ‘anti statism’, ‘anti politics’ and the increase in ‘militaria’, but we won’t continue on that vein in this discussion – suffice to say that there is fear out there in this current globalised economic climate where, particularly in America, women are now overtaking men in employment.

Added to the economic loss of employment for male Americans is the fact that the numbers of those incarcerated in the United States continues to rise, with the prison population rising from 744 thousand to 2.2 million between 1985 and 2002 (Giroux) alone.  In the United States a prison officer now earns more than a school teacher, and there are alarming numbers of young coloured American men permanently incarcerated.  What sort of message are we sending to young men?

Enough is enough! How do we fix this? Its up to each and everyone of us to Question, Question and Question some more and then demand transparency in our organisations to compare wages. We need to question government policy and create discourse that help to positively influence the way society thinks about work and gendered roles.

REFERENCES

Kellner, D (2008).  “Guys and guns amok: domestic terrorism and school shootings from the Oklahoma City bombing to the Virginia Tech massacre”,Paradigm Publishers, 01/01/2008

Giroux, H: http://www.henryagiroux.com/online_articles/class_casualties.htm

FURTHER READING

This great article in the Harvard Business Review spells it out http://hbr.org/2009/09/the-female-economy/es?goback=.gde_2306571_member_267262109

ABOUT THE AUTHOR SUSANNE MOORE

Susanne is the Founder and Chair of The Centre for Gender Economics and Innovation™ and is credited with developing the emerging fields of Gender Economics and Diversity Economics. Now a Sociologist after a career in ICT and business, she has a focus on Gender, innovation and performance at an organisational level through her consulting. She brings a practical business experience coupled with academic rigour to her consulting practice around Gender Economics. An advocate for the advancement of women in leadership, she developed the Diversity Program Review Framework™ (DPRF™) in 2012, a diagnostic which measures both the program’s standalone effectiveness from a program management perspective, and assesses the viability of program’s data for further research in Diversity Economics and as input into organisational profitability and sustainability in creating the next generation of Business Transformation.

Susanne is passionately interested in equality, equity, truth and justice and how these attributes can improve business performance through transforming business ideologies and shifting traditional business paradigms.

She is an articulate, professional, entertaining and thought provoking speaker follow her @susannemoore or @gendereconomics

About Gender Economics – changing the discourse

Gender Economics is the fusion of sociology, economics and gender studies and looks at shifting current perceptions of gender and how we use these perceptions in framing economic policy. Very often, it is an intersection of gender, values and beliefs that create policy decisions, many of which are based on outdated models. It is important that we start to understand how economic research is conducted, how the statistical analysis is created and how this flows into policy decisions and ultimately the business bottom line.

“Gender Economics is about “dissecting and creating a new discourse around economic theory that fuses Economics, Gender and Sociology”[1]

Think of a persistent organisational challenge and start to unpick it by looking at the assumptions and environments that created the challenge in the first place, chances are the core of the challenge has been created by imposing outdated business models, values and measurements that no longer work. Then reframe the challenge by applying new thought paradigms and you may very likely uncover innovations that lead to increases in performance. Traditional gender stereotypes have shifted and organisations can no longer assume that they are catering to the working heterosexual white male with a wife at home because the ground rules have changed. According to Wikipedia[2], the US LGBT consumer market in 2013 ‘is estimated to have an overall buying power of more than $835 billion’. This demonstrates that marketing to this group requires specialisation to reap the benefits of that economy.

Much of our business culture is centuries old from the structures to the drivers, and our organisations must change to keep pace with a global economy where diversity, and cross-cultural management enforce new skills around managing complexity.

In 2009, the Harvard Business Review[3] made the bold statement that “Women now drive the world economy”, and estimated that globally women will control about $20 trillion in annual consumer spending over the next five years. Look at any social networking site or news stream and you will see articles that recognise that the financial empowerment of women is a game changer. Businesses must now attract talent from a wider pool, some from necessity, but many recognising that by developing a “Women’s Employer of Choice” reputation, it will ultimately help them increase their competitiveness in the market. However, it is not as simple as painting women’s issues with a ‘pink’ brush, organisations must understand the shifts that have taken place in gendered stereotypes and how this sociological change now affects business structures and changes in economic policy formation.

Gender Economics looks at how gender influences economic decisions and how those decisions impact gender. The way we target gender for economic gain or increased market share can either benefit or degrade the rights of marginalised groups, often leading to policy formation with an underlying gender bias overlaid with a view on how economics, policy and gender interact with society.

This emerging field challenges current economic theory, broadening the conversation to encompasses sociological complexities currently at play in society – ie: we look to deconstruct economic policy, reconstructing it in a manner that allows us to develop rational and objective tracks for further research.  Issues of female inequality have persisted for decades if not centuries and instead of talking about the issues, Gender Economics explores underneath the issue and provides new discourses that have the power to change the way we work and live. A simple example of Gender Economics and a persistent issue is the gender wage gap in Australia that continues regardless of the amount of effort and talk that goes on. In 1907 Australia passed a little known policy known as the “Harvester Judgement ”[4] that saw the start of the pay gap for women in preference to that of the ‘working family man’. This policy was introduced primarily to give organisations a competitive advantage using cheaper female labour. This precedent continues today with feminised work segments in organisations exploiting cheaper labour, focusing on scarcity instead of the abundance of leveraging that diversity through innovation[5].

Much of our business culture is centred on the concept of scarcity, of not enough to go around but where did this thinking process start? Staying competitive by having unique products that differentiate you from the rest of the marketplace can lead to a culture of aggressive competition and cost cutting. With more organisations becoming lean and agile what if the model moved from one of scarcity to one of ‘abundance’. What are the attributes of abundance, is it just a mind shift or can we create business models that promote it? Numerous studies of company board makeup show that the accepted female attributes of sharing and collaboration lead to a richer business environment and higher profits.

Gender Economics is the new Business Transformation, the next major resource, and will open a channel to increased innovation and creativity through Diversity of thought and the ability to maximise the management of our increasingly complex environments. Organisations that understand that gender balance is the new competitive edge will be better equipped in a global marketplace where women take their place at the decision table. An increased awareness of women’s economic impact at a country level and greater gender diversity at a company level means women are learning to invest in themselves and their financial future.

There are many persistent gender issue’s that just don’t seem to go away and this is particularly true in areas of gender inequality, and I feel that this is because we so often talk ‘around’ the issues instead of deconstructing them and understanding why they are issues in the first place. The next steps are to start unpicking current thinking on economics and business, start reframing our thinking, putting age-old issues into new contexts – that is Gender Economics at its core!

ABOUT SUSANNE MOORE

Susanne is the Founder and Chair of The Centre for Gender Economics and Innovation and is credited with developing the emerging fields of Gender Economics and Diversity Economics. Now a Sociologist after a career in ICT and business, she has a focus on Gender, innovation and performance at an organisational level and as well as consulting, she is conducting a research project on ‘The Profit Impact of Organisational Gender Diversity programs”. She brings a practical business experience coupled with academic rigour to her consulting practice around Gender Economics. An advocate for the advancement of women in leadership, she developed the Diversity Program Review Framework (DPRF) in 2012, a diagnostic which measures both the program’s standalone effectiveness from a program management perspective, and assesses the viability of program’s data for further research in Diversity Economics and as input into organisational profitability and sustainability creating the next generation of Business Transformation.

Susanne is passionately interested in equality, equity, truth and justice and how these attributes can improve business performance through transforming business ideologies and shifting traditional business paradigms.

She is an articulate, professional, entertaining and thought provoking speaker follow her @susannemoore or @gendereconomics

This article, written by Susanne Moore was previously published by Global Merces Group Oct 2013.

REFERENCES

[1] Quote by Susanne Moore 2013

[2] http://en.wikipedia.org/wiki/LGBT_marketing#cite_note-1

[3] http://hbr.org/2009/09/the-female-economy/es

[4] MacIntyre, Stuart (1985) ‘A fair wage’ in Winners and Losers: The Pursuit of Social Justice in Australian History, Sydney: Allen & Unwin, Ch.3, pp. 51-58 (excerpt)

[5] Diversity Program Review Framework™, Susanne Moore (2012)

ABOUT GENDER ECONOMICS

Article written by Susanne Moore – The Centre for Gender Economics 1 November 2013

Gender Economics is the fusion of sociology, economics and gender studies and looks at shifting current perceptions of gender and how we use these perceptions in framing economic policy. Very often, it is an intersection of gender, values and beliefs that create policy decisions, many of which are based on outdated models. It is important that we start to understand how economic research is conducted, how the statistical analysis is created and how this flows into policy decisions and ultimately the business bottom line.

“Gender Economics is about “dissecting and creating a new discourse around economic theory that fuses Economics, Gender and Sociology”[1]

Think of a persistent organisational challenge and start to unpick it by looking at the assumptions and environments that created the challenge in the first place, chances are the core of the challenge has been created by imposing outdated business models, values and measurements that no longer work.  Then reframe the challenge by applying new thought paradigms and you may very likely uncover innovations that lead to increases in performance.  Traditional gender stereotypes have shifted and organisations can no longer assume that they are catering to the working heterosexual white male with a wife at home because the ground rules have changed.  According to Wikipedia[2], the US LGBT consumer market in 2013 ‘is estimated to have an overall buying power of more than $835 billion’.  This demonstrates that marketing to this group requires specialisation to reap the benefits of that economy.

Much of our business culture is centuries old from the structures to the drivers, and our organisations must change to keep pace with a global economy where diversity, and cross-cultural management enforce new skills around managing complexity.

In 2009, the Harvard Business Review[3] made the bold statement that “Women now drive the world economy”, and estimated that globally women will control about $20 trillion in annual consumer spending over the next five years.  Look at any social networking site or news stream and you will see articles that recognise that the financial empowerment of women is a game changer.  Businesses must now attract talent from a wider pool, some from necessity, but many recognising that by developing a “Women’s Employer of Choice” reputation, it will ultimately help them increase their competitiveness in the market.  However, it is not as simple as painting women’s issues with a ‘pink’ brush,  organisations must understand the shifts that have taken place in gendered stereotypes and how this sociological change now affects business structures and changes in economic policy formation.

Gender Economics looks at how gender influences economic decisions and how those decisions impact gender.  The way we target gender for economic gain or increased market share can either benefit or degrade the rights of marginalised groups, often leading to policy formation with an underlying gender bias overlaid with a view on how economics, policy and gender interact with society.

This emerging field challenges current economic theory, broadening the conversation to encompasses sociological complexities currently at play in society – ie: we look to deconstruct economic policy, reconstructing it in a manner that allows us to develop rational and objective tracks for further research.  Issues of female inequality have persisted for decades if not centuries and instead of talking about the issues, Gender Economics explores underneath the issue and provides new discourses that have the power to change the way we work and live.  A simple example of Gender Economics and a persistent issue is the gender wage gap in Australia that continues regardless of the amount of effort and talk that goes on.  In 1907 Australia passed a little known policy known as the “Harvester Judgement[4] that saw the start of the pay gap for women in preference to that of the ‘working family man’.  This policy was introduced primarily to give organisations a competitive advantage using cheaper female labour.  This precedent continues today with feminised work segments in organisations exploiting cheaper labour, focusing on scarcity instead of the abundance of leveraging that diversity through innovation[5].

Much of our business culture is centred on the concept of scarcity, of not enough to go around but where did this thinking process start?  Staying competitive by having unique products that differentiate you from the rest of the marketplace can lead to a culture of aggressive competition and cost cutting.  With more organisations becoming lean and agile what if the model moved from one of scarcity to one of ‘abundance’.  What are the attributes of abundance, is it just a mind shift or can we create business models that promote it?  Numerous studies of company board makeup show that the accepted female attributes of sharing and collaboration lead to a richer business environment and higher profits.

Gender Economics is the new Business Transformation, the next major resource, and will open a channel to increased innovation and creativity through Diversity of thought and the ability to maximise the management of our increasingly complex environments.  Organisations that understand that gender balance is the new competitive edge will be better equipped in a global marketplace where women take their place at the decision table.  An increased awareness of women’s economic impact at a country level and greater gender diversity at a company level means women are learning to invest in themselves and their financial future.

There are many persistent gender issue’s that just don’t seem to go away and this is particularly true in areas of gender inequality, and I feel that this is because we so often talk ‘around’ the issues instead of deconstructing them and understanding why they are issues in the first place.  The next steps are to start unpicking current thinking on economics and business, start reframing our thinking, putting age-old issues into new contexts – that is Gender Economics at its core!


[1] Quote by Susanne Moore 2013

[4] MacIntyre, Stuart (1985) ‘A fair wage’ in Winners and Losers: The Pursuit of Social Justice in Australian History, Sydney: Allen & Unwin, Ch.3, pp. 51-58 (excerpt)

[5] Diversity Program Review Framework™, Susanne Moore (2012)

What is Gender Economics and Diversity Economics and how will it affect Executive Managers

Slide pack of the Talk by Susanne Moore at PMI QUEENSLAND on Wednesday,  12 December 2012

Gender Economics is the new Business Transformation, the next major resource, and will open a channel to increased innovation and creativity through Diversity of Thought and the ability to maximize the management of these complex environments.

Download the slide pack here: Gender Economics slide pack PMIQ

 

Integrity Management Methodology for Outsourcing

Integrity Management™ Methodology

The methodology was written out of my own experience as a government employee when a large corporate outsourcer was engaged to provide outsourced services.    I experienced first hand the culture clash between government employees and the new corporate employee’s transitioning the new services.  Not only were the basic’s like wages and conditions different for employee’s but the buisness drivers between the outsourcer and the client, in this case a corporate and a government agency were so different.

Susanne Moore wrote the Integrity Management™ methodology in 1997. It was written as a response to the consistent problems experienced by clients when they outsourced a part of their business or merged with another entity.

I have developed models for mapping maturity of integrity within organizations and have applied this to develop a maturity outsourcing/business partnership model. This allows us to quickly identify cultural gaps within different areas of an organization or between an organisation and prospective business partners which could cause future dysfunctional behaviour or conflict in operational relationships.

In its early days, Integrity Management™ looked at matching the two organisations to enable business transformation through Outsourcing services. This was not just a surface level look at the two organisations, but also a look vertically and horizontally across both organisations to ensure a match of values, strategic direction, ethics, business practice and community participation.

Later on during the implementation of the methodology in my own company, we recognized that these underlying principles can be used in a broader, all of business context, to deliver sustainable improved business outcomes.

Susanne interviewed by international professional network “Globiles”

Globiles Spotlight: Susanne Moore talks gender economics

December 01 Madrid & Central Spain

Globiles Spotlight is the feature where we give our most interesting and vocal members a stage on which to shine.

This month’s member, Susanne Moore, is “ a global citizen, consultant and entrepreneur “ she also manages the blog- http://changingwomen.org.

Here, she talks to us about gender roles in today’s professional environment.

– Interview by Andrea Maltman

 G: You created the website “Changing Women” – can you summarize what exactly you feel needs changing regarding the image of modern women?

S: the questions around gender equality and gender change are big subjects and the approach for Changing Women is to keep it simple, focusing on “the changing woman”.

The aim is to promote positive images of real women whose bodies and minds change during the course of their life experiences.

G: Why do you feel you are the one to do this shifting?

S: Probably the best answer here would be because I can.  I am an observer and strategist, so I have observed a great many things over the years.

I have more tolerance for people and I think that will help me to be a change agent on a global scale.

I have seen and done what works and what doesn’t work and I have begun to understand why society is the way that it is.

G: Globiles is about professional life and social mobility on a global/international scale. Do you think men and women truly enjoy equal access to these two experiences?

S: I think the degree of equality here varies depending on a couple of factors:  First, what country or cultural restrictions are imposed on you, what restrictions you impose on yourself and finally, what restrictions are imposed on you by others.

In short, I don’t think that we can yet say that men and women enjoy equal access to professional achievement or social mobility.

 G: In your blog you discuss the term of gender economics, what role does this concept play in business and professional life?

S: Gender Economics is a term that I am using to describe economies built around gender consumption.

It is an important aspect of our social and business climate today and certainly very important as we move into the future.

In the gender economy, we have reduced portions of the population to passive consumers, making indirect economic input rather than direct input.  Stabilising the balance between indirect and direct impact has a role developing our economic future.

G: What advice would you give to women who want to scale the heights of their corporate or business environment?

S: Be true to yourself and try to do the work that you want to do.  Once you are in the corporate environment, learn how the game is played.  Understand the politics of climbing the ladder and be wary of people that want you to fail.

Above all, don’t apologise for being a female! But do try to harness some of the traits that assist men in business-promoting yourself, speaking in solutions not complaints and not taking business dealings personally.

G: Once there, do you believe there is camaraderie amongst the ‘sisterhood’, or a tendency to join the boys club, as it were.

S: Unfortunately I don’t think that this is the norm in the same way as it is for men.  Men build strong networks, and compete head to head for promotion using the traditional “old boys” network, whereas in my experience, women seem to spend time competing against each other instead of working together.

It is such a shame because if they used their “woman-ness” they would know that  the greatest assets that they have is compassion, intuition, the ability to work as a team and support each other.

The good news is that I think this trend is slowly changing, but it really needs to be addressed at school while girls are developing.  Teach them to be happy with the self instead of looking outside of themselves for validation, working on self esteem will help them later in the workplace.

G: In your experience, have you found professional dealings to be easier with women or men?

S: I have mostly worked in male environments, construction and then Information Technology so I am used to working with men and find them to be easier than women.

I think that men are less complicated in the workplace and, as I said in the previous question, once you understand the game you know how to deal with it.

The absolute worst scenario is when another female tries to manipulate the men around you.  Men are, in my experience, easily distracted by a beautiful woman, and often don’t pick up on the subtle manipulations and put downs of other women

I would say that every time I have seen this behaviour, the company, or the men in  question have come off second best because they have made decisions that are not based on sound judgement.

G: As well as your writing and commentary on your website and blog, you are also an entrepreneur. Tell us about you business ventures and projects.

S: Since closing my consulting company in 2010 I have been doing lots of different projects.  I helped my eldest daughter develop her range of beauty products, Alli’s Stuff, and sell these through my lifestyle portal http://inthebushatthebeach.com

I am also consolidating my Integrity Management Methodology which I wrote in 1997, https://integritymanagementmethodology.wordpress.com

I hope to work within a specific niche, which will look at imbedding integrity and improving business performance by linking environmental responsibility, cultural sensitivity, gender, and the development of new paradigms for business management.

 G: You are also an accomplished public speaker, which subjects are you most passionate about?

S: I love talking about equality and integrity in business.  I have also spoken on subjects like outsourcing, project management, leadership and managing diversity.

I have been well known as a International Leader in the field of project management and have spoken many times on that subject.

Lastly my most recent passion is about Changing Women and speaking about the ways that the Changing Woman can help to change the world by harnessing their own inner power and strength.  This is just so important and something that I am extremely passionate about.

If you’d like to know more about Susanne, contact her on Globiles or check out her websites:

http://changingwomen.org

http://susannemoore.wordpress.com

Globiles is “A community of the global and mobile, sharing insights and contacts online and offline”