Frequently asked questions

Why is this event just for Chiefs? 

While it’s essential for organisations to have dedicated teams and individuals responsible for implementing gender equity initiatives, there are several key reasons why CEOs should personally own and champion these initiatives as we firmly believe that you can not delegate cultural change. Companies that see the fastest progress have committed CEO’s driving change for all of the following reasons.

  1. Top-Down Influence: CEOs are the highest-ranking leaders in an organisation, and their actions and words carry significant weight. When a CEO actively owns and promotes gender equity initiatives, it sends a clear message that these efforts are a top priority for the entire organisation.
  2. Cultural Alignment: CEO’s personal commitment to gender equity helps align the company’s culture with these values. When employees see their CEO taking an active role in promoting gender equity, it reinforces the importance of these initiatives throughout the organisation.
  3. Accountability: When CEOs personally own gender equity initiatives, they are more likely to be held accountable for their success. This accountability can drive progress and ensure that the initiatives receive the necessary attention and resources.
  4. Resource Allocation: CEOs control budgetary decisions and resource allocation. By owning gender equity initiatives, CEOs can allocate the necessary resources to support these efforts, whether that means investing in training programs, diversity recruitment, or other initiatives.
  5. Public Image: The CEO often serves as the public face of the organisation. Their active involvement in gender equity initiatives can enhance the company’s reputation, demonstrate a commitment to diversity and inclusion, and positively influence customers, investors, and other stakeholders.
  6. Lead by Example: CEOs who personally engage in gender equity initiatives set an example for other leaders and employees within the organisation. This can inspire a culture where everyone takes responsibility for promoting gender equity.
  7. Continuous Learning: When CEOs are directly involved in gender equity initiatives, they are more likely to stay informed about the latest research, best practices, and emerging trends in diversity and inclusion. This knowledge can lead to more effective strategies.

While delegation of responsibilities is essential for the effective implementation of gender equity initiatives, CEO’s must personally own and champion these efforts to demonstrate their commitment, influence company culture, ensure accountability, and integrate gender equity into the organisation’s strategic priorities. CEO involvement is crucial for achieving lasting change and creating more inclusive workplaces.

What if I want to attend but am not a C-Suite Executive?

We love the enthusiasm and passion at every level. We will be hosting a virtual event at the end of November for all non executives who wish to be part of the community and a positive force for driving change. Dates to be announced soon, but to ensure you don’t miss it register your interest below.

What if I would like my CEO to attend?

Brilliant, you can nominate them directly either openly or anonymously and we will reach out to invite them. 

Why do I need to bring a second senior person from my company of a different gender? 

Having both different genders champion gender equity from within the same company can magnify results and create a greater sense of commitment, perspective and representation. Here are our core reasons for inviting all genders to be represented.  

  1. Diverse perspectives: Different genders have different life experiences and perspectives when it comes to gender issues. Having all genders advocate for gender equity ensures a more comprehensive understanding of the challenges and opportunities involved. This diversity of perspectives can lead to more effective solutions and strategies.
  2. Broader support: Gender equity is not solely a women’s issue; it’s a societal issue that affects everyone. When all genders champion gender equity, it sends a powerful message that this is a shared goal and that everyone has a stake in achieving it. This can help mobilise broader support and engagement from different segments of society.
  3. Role modeling: Male champions of gender equity can serve as role models for other men, demonstrating that supporting gender equity is not only acceptable but also essential. Men who are vocal advocates for gender equity can inspire other men to get involved and become allies in the fight for gender equality.
  4. Breaking stereotypes: Traditional gender stereotypes often limit both men and women by prescribing certain roles and behaviors based on gender. When men champion gender equity, they challenge these stereotypes and demonstrate that masculinity does not have to be synonymous with dominance or indifference to women’s rights. This can help reshape societal expectations and norms.
  5. Collaboration and partnership: Collaboration between men and women is crucial to advancing gender equity. Having both genders champion this cause promotes teamwork, cooperation, and a sense of shared responsibility. This collaboration can lead to more effective policies, initiatives, and advocacy efforts.
  6. Inclusivity: Gender equity is not a binary issue; it encompasses a wide spectrum of gender identities and expressions. Having champions from diverse gender backgrounds, including cisgender men and women, transgender individuals, and non-binary people, ensures a more inclusive and representative approach to addressing gender-related challenges.
  7. Amplifying voices: Men, as the dominant group in many societies, often have more access to platforms, resources, and decision-making positions. When they advocate for gender equity, they can use their privilege and influence to amplify the voices and concerns of women and marginalized genders.
  8. Policy and institutional change: Men who champion gender equity can help drive changes in policies, laws, and institutions that promote equality and eliminate discrimination. Their support can be influential in pushing for reforms at various levels of society.
  9. Reciprocal allyship: We believe in men supporting women, women supporting men and all genders becoming united towards reciprocal allyship. When two senior people from different genders step forward as champions this magnifies results, perspectives and impact.

In summary, having people from all genders championing gender equity is powerful because it brings together diverse perspectives, fosters broader support, challenges stereotypes, encourages collaboration, promotes inclusivity, amplifies voices, and facilitates policy and institutional change. This collective effort is essential for achieving true gender equality and creating a more just and equitable society for all.

What if only I can attend from my company?

Let us know and we will see what we can do, we may be able to partner you with someone else, or alternatively please recommend someone from a different company.