Accelerating the Advancement of Women in Leadership: Listening, learning, leading
Male Champions of Change - November 2013

Action-orientated, this resource covers topics such as leadership commitment, creating accountability, changing organisational culture and removing negative impacts of parental leave or caring responsibilities. The report puts the onus on leaders to drive the change, and includes case studies and 3 actions to be taken for each topic. It provides memorable quotes from high profile CEOs who are "Champions of Change" and touches on the My leadership Shadow piece, which was put together and released jointly by the Male Champions of Change and CEW.

It Starts With Us: The Leadership Shadow
Male Champions of Change & Chief Executive Women - March 2014

Goes with their Listening, Learning, Leading document, this is the full version of the Leadership Shadow Tool mentioned in the other.

Implementation Checklist for Diversity Management
European Commission - August 2012

This document includes a comprehensive checklist and step-by-step walk through of diversity management. Pages 6 - 9 offer a wide-ranging audit of corporate diversity policies; we suggest pages 10 - 11 for Management Structure and Resourcing; page 12 for Measurement and Monitoring. Of interest to management as well, a section on Supplier Diversity on page 44. The remainder of the document would be useful to People and Culture and HR Directors.

The CEW Gender Diversity Kit
Chief Executive Women - January 2013

CEW is the pre-eminent organisation representing Australia’s most senior women leaders. This toolkit is excellent for CEOs and their People and Culture, and Diversity leads. "The Message to the CEO" on page II-VI gives a concise outline of why diversity matters. Also relevant to management are Core Questions 1 - 3. Question 1 asks whether identifying and promoting female talent is a priority for the leadership team and board, and delves into suggested actions. Question 2 and Question 3 talk to whether the organisation is appointing its fair share of female talent and if culture is driving talented women out of the organisation.The Employee Survey on page 69 is also a recommended read.

Gender Strategy Toolkit (Draft) A framework for achieving gender equality in your organisation
Workplace Gender Equality Agency - 8 July 2014

This Toolkit from Australia sets out the business case for diversity, a Roadmap strategy for achieving it, and comprehensive benchmarking tools. From pages 7 - 11 is the business case for gender equality. Particularly strong is the snapshot of key benefits to diversity on page 8, these can be applied to the wider diversity agenda. Section 2 delves deeper in to setting your organisation's strategy to diversity, and has several valuable tables and graphics from page 12 to assist in this. Pages 16 onwards concentrate on benchmarking and measurement.

Supplier Diversity in the GTA

This is a Canadian focused study but one of the few that centres on supplier diversity, outlining a good business case and best practices for doing business with suppliers owned by visible minorities. The report examines the extent to which organisations in the Greater Toronto Area are involved in supplier diversity, what motivates them, the barriers they face and how these can be overcome, and the extent to which they are reaping the benefits of diversity in the supply chain. It outlines how organisations can infuse diversity into their supply chains and also identifies how supply chain policies and practices can be levers of change and influence. On page 5 it identifies and outlines the 5 stages of supplier diversity: 1) No Supplier Diversity, 2) Equal Opportunity, 3) Initial Supplier Diversity, 4) Partial Supplier Diversity, 5) Full Supplier Diversity. There is a list of motivators for supplier diversity listed on page 10, which include: Stakeholder expectations, ethical influences, economic opportunities, enhancing creativity and innovation, reducing dependence on suppliers, and realising the cost benefits of local sourcing. Broad guidelines for developing supplier diversity are listed on page 12.

Career Playbook - Practical tips for women in leadership
Korn/Ferry Institute - 2013

This document contains tips for women leaders and their managers. The format is easy to navigate. Page 10 expands on some key differences between men and women in areas of motivators, experiences and skills. Good examples of actions that can be taken are found towards the end of the document.

Global Diversity & Inclusion Benchmarks: Standards for organisations around the world
Julie O'Mara, Alan Richter, Ph.D - 2011

One of the definitive pieces on D&I, these international best practice benchmarks have been created in consultation with over 80 experts. Pages VII and VIII outline the four broad categories and sub-categories the benchmarks are grouped as: 1) Foundation, the benchmarks necessary to build a D&I initiative, 2) Internal, focused on processes to increase effectiveness, 3) External, how an organisation connects with customers and stakeholders, and 4) Bridging, the assessment, measurement and communications that link the other three. Suggestions for how to use the tool in your organisation are found on page X. Pages 1 - 29 are the individual standards against which you can benchmark your own organisation. DiverseNZ Inc adapts these benchmarks for our own core frameworks.

Our Futures Te Pae Tāwhiti: The 2013 census and New Zealand's changing population
The Royal Society of New Zealand - 2013

Emerging from the 2013 census, this document correlates the latest data to seven key themes: Diversity, population change, tangata whenua, migration, households and families, regional variation and work.

Working in an idealogical echo chamber? Diversity of thought as a breakthrough strategy
Deloitte - May 2011

This piece focuses on promoting diversity of thought, rather than demographic diversity, as a strategy for business innovation and risk mitigation. Pages 2 and 3 look at "group think" versus "diversity of thought", with some examples of outcomes from both. Within 5 brief pages, it provides a useful think-piece for someone not yet fully on board with the organisation's strategic D&I direction.

The Diversity Advantage
Speech by Gabriel Makhlouf, Secretary to the Treasury, at the Trans-Tasman Business Circle - 4 June 2014

This speech from Gabriel Makhlouf is a great case study of measures the Treasury have undertaken in diversity & inclusion. It's New Zealand focused, and a brief 7 pages long. The focus is on diversity of thought, and the traps of unconscious bias.

Women in the Workplace: A research roundup
Harvard Business Review - September 2013

This a 3 page, graphic-heavy spotlight of key findings from international research. All information is presented as short, easy snapshots. The report is particularly valuable for high level examples on where women are being left behind and where the value is being left on the table.

Closing the Gender Gap: Plenty of Potential Economic Upside
Goldman Sachs - 9 August 2011

Released in 2011, the key figure of a potential GDP uplift of 10% isfrom this report. Comprehensive research and figures on the female and male workforce are found from page 4. It addresses the income gap on page 7, and international comparisons on pages 9 and 10. Wider benefits to closing the gender gap are from page 13. There are a wealth of charts and figures included throughout the report.

Women in business: From classroom to boardroom
Grant Thornton - 2014

Compiled primarily from their annual International Business Review survey, this report highlights key areas of growth, or lack of, in women's development worldwide.

Global Human Capital Trends 2014: Engaging the 21st-century workforce
Deloitte - 2014

Based on results of an extensive global survey, this document from Deloitte offers insights into 2014 global human capital trends across major industries. As the economic recovery takes hold, businesses are realising that the workforce today has changed - skills are scarce, workers have high expectations, and Millennials are now in charge. Older workers are also a major force and remain valuable contributors. This report outlines how to engage the diverse 21st century workforce, which is global, highly connected, technology-savvy and demanding. Critical new skills are scarce and their uneven distribution around the world is forcing companies to develop innovative new ways to find people, develop capabilities, and share expertise. The first section provides some very valuable reading. On page 5 the 12 critical human capital trends are organised into 3 key areas of strategic focus: Lead and Develop, Attract and Engage, and Transform and Reinvent. The top 10 findings from the Global Human Capital Trends 2014 survey are outlined on pages 7 - 19. "From Diversity to Inclusion - How to Move from Compliance to Diversity as a Business Strategy" is an interesting reading on pages 84 - 89; as is "How to Transform HR Professionals Into Skilled Business Consultants" on pages 103 - 109.

BNZ Diversity Case Study 2014: Diversity delivers a distinct competitive advantage
BNZ - 2014

BNZ's own diversity journey is documented in their report released last year. It's a valuable example of an NZ company's diversity commitment to employees and customers. It covers where diversity sits within BNZ, their journey to date, and their key areas of focus.