FW February Newsletter

February 2024

If you’ve opened our emails this month, then you already know that February has been a pretty exciting month for us – not only did we announce our inaugural Advisory Board (😱) but also the members of our Peer Advisory Group, which has been expanded to better represent the women we serve.

These two governance structures will work in very different but complementary ways to help our little social enterprise over the coming months. The first, working at an operational level setting us up with finance tools and risk management. The latter, working at a grassroots level, providing insights on what women in our sector are experiencing and the best ways a group like us can support them, and influence the system.

Needless to say, I feel very excited about what 2024 holds and grateful to have such wonderful people to call upon for guidance and support.

As we have just launched our 2024 Mentoring Program, this newsletter includes an article by Dr Kim van Schooten on her experiences as an FW-sponsored mentee – applications are now open for sponsored mentee places in both the NSW and ACT programs so take a peek to see if this is for you! We also have an article explaining the new gender pay gap reporting requirements, and everything we are loving about sun safety (a nod to you, Prof Georgina Long 😉).

Happy reading,

We appointed our inaugural Advisory Board of incredible leaders, to strengthen our impact within the health and medical research ecosystem, and welcomed returning and new members to our Peer Advisory Groups
Our Founder Dr Melina Georgousakis is presenting at a special International Women’s Day networking event with MTAA under the theme ‘Count her in: invest in women, accelerate progress’
Melina is also chairing a live and virtual panel Celebrating the contributions of women in healthcare on 7 March with harrison.ai, one of our Partner Organisations
The National Working Families Survey opened, a nationwide survey of working families to shape future family-friendly workplace policies and practice – submit your views before 17 March!
Applications opened for the 2024 Australia Museum Eureka Prize, rewarding excellence in research & innovation, leadership, science engagement and school science
The Workplace Gender Equality Agency (WGEA) published gender pay gap data for employers with a workforce of 100 or more employees – you can read more about these reforms in our article below
A report of a review of the tertiary education sector was released recommending funding changes to tackle skills shortages and participation targets
We're co-hosting an Entrepreneurial Women Lunch and Networking event in Sydney on 19 March - join us!
Registrations opened for the Australian Academy of Health and Medical Sciences 2024 Life as a clinician-scientist Victorian symposium, with an incredible line-up, on 23 March
The Pathways to Diversity in STEM Review final recommendations report was released, a must read for anyone in science fields
The STEM Career Pathways report by Science and Technology Australia was released, demonstrating the job insecurity within the sector
Applications opened for the Specialisation Courses of the NSW Health Commercialisation Training Program, aimed at supporting more mature commercialisation projects
Congratulations to Prof Clara Chow who was announced as a finalist for the NSW Women of the Year Awards
Applications for Research Australia’s Future Health Leaders Program opened, designed to inspire female high school students to enter a career in health and medical research
Finally, applications opened for the Australian Academy of Science 2025 Honorific Awards – who could you nominate?

The gender pay gap (GPG) is the difference in average earnings between women and men in the workforce. In many ways, it is a proxy for gender equity progress. In 2023, the GPG was 21.7%, meaning that, on average, women in Australia are earning $26,393 less than men per year.

The Workplace Gender Equality Agency (WGEA) reforms that came into place this month aim to close this gap and accelerate workplace gender equality.

The figures published by WGEA are the median GPG for base salary, expressed as the percentage difference between women’s and men’s earnings at an organisation. Employers also can provide a statement that gives context to their results and outlines their plans for action. Currently, reporting does not include CEO remuneration, which can have a significant impact on the results. However, from 2025, WGEA will also report mean (average) GPGs including CEO remuneration.

The GPG is NOT the same as equal pay or a comparison of like roles – which has been a legal requirement in Australia since 1969. Instead, the GPG is the result of many social and economic factors that combine to reduce women’s earning capacity over their lifetime.

So how can each of us use these reforms as an opportunity to bring gender equity, diversity and inclusion (GEDI) issues to the forefront? Here’s a few ideas (and I would really love to hear any other creative and innovative thoughts you may have).

If you work with an employer who has released their GPG data:

Consider how this data compares with other employers in your sector?
How did the contextual statement land with you and your colleagues?
Look for opportunities to promote a conversation about the data with the leadership team, e.g. at staff town halls, and raise the GPG data at team meetings
Find opportunities to get involved by initiating or promoting GEDI initiatives in your organisation
Advocate the use of the GPG data to inform action in key areas for GEDI, such as recruitment and promotion practices, GEDI training, flexible and supportive workplace practices, and benefits.

If you work with an employer who has not been impacted by these changes, you can still raise the issue in similar ways, and we can all build momentum for GEDI changes by holding our employers to account.

International experience has shown that publishing GPG data increases transparency and can be a real game-changer by building expectations and pressure for change and driving employers to take action to improve GEDI in their workplaces. So, let’s make the most of this unique point in history and keep pressing for the cultural changes needed to remove barriers to the full and equal participation of women in the workforce, and thereby improve the workplace experience for all.

I feel fortunate to have been selected for the 2023 Franklin Women-sponsored mentee place. I had just returned from my third maternity leave, and it often felt like I was adrift at sea, lacking direction amidst the chaos of balancing family and career. Looking back on my journey in the program, I am grateful for the invaluable lessons learned and their impact on my personal and professional development.

One of the most profound realisations I gained from the program was the importance of self-reflection and goal-setting. The program introduced us to thinking models that have changed my communication style, allowing me to keep people on board while working towards a bigger vision. By taking the time to introspect and define my career goals, I gained clarity and direction, ultimately leading me to pursue a promotion. The support and encouragement of my mentor played a pivotal role in empowering me to advocate for my advancement. Thank you, Xu-Feng – I appreciate your guidance.

Moreover, the camaraderie and support within the Franklin Women Mentoring Program were invaluable. Connecting with fellow mentees who shared similar aspirations and challenges provided a sense of solidarity and inspiration. It reminded me that I was not alone in my journey and that we could achieve remarkable goals together. I have learned much from my peers and others involved in the program, for which I will forever be grateful.

As I look to the future, I carry the lessons learned and the relationships forged during my time in the program. I have strategically strengthened my network and am more aware of my professional ecosystem. I have a renewed sense of purpose and determination to achieve my goals. My boat has found its direction, and I feel back in control. Of course, life will remain chaotic, but I now navigate it with a newfound sense of direction and control. The Franklin Women Mentoring Program has been a transformative chapter in my life; I am very grateful for the opportunity to have been part of it!

Sun safety! Inspired by two melanoma researchers being named 2024 Australians of the Year, this month we’re sharing some of our favourite tips and buys for sun safety:

Let’s start with some FAQs on UV from the Melanoma Institute Australia
Never forget SPF – everyday! Some favourites on my sensitive skin are Go-To Nifty Fifty and Mecca To Save Body. This Messina ice cream scented one is also fun!
If you enjoy a walk on a windy day I've found the perfect broad-brimmed hat with a neck strap!
No time in the sun is complete without a long-sleeved linen shirt! We particularly love Uniqlo, Camixa and With Nothing Underneath
You can also BYO shade
Here’s to rocking sun safety (note this link has sound, for those reading in a shared space)

Til next month, your Newsletter Curator, Amy.