Cracking the generational code for gender balance. A hopeful future.

My favourite piece to write every year is my blog for International Women’s Day. It allows me to reflect on how much the world has changed over the past 12 months. I continue to be surprised by the effects of inequities and the widening of the gap, year on year. Gender balance is definitely one of those inequities.??

To support IWD, this year’s theme is appropriately “cracking the code”. To me, this means truly transformative change as is commensurate with what’s needed to progress the strong barriers holding gender imbalance in place. We need to be different, be bold and most importantly, be together. For me, change of that significance is always generational. Bold, big, progressive change is most successful when perspectives and expectations shift towards the next generation (rather than their own). It always means solutions are much more sustainable.

In my own life, gender equity is never far from my mind and in fact, is relevant in every role I hold. It often consumes my thinking…. but not for myself. I am talking about gender equity for our kids, our young girls and boys and how we have to ensure mindsets, policies and practices that shift towards supporting gender equity are also distracting young minds, in a very positive way.

I am disappointed to say that I still see examples where the focus is skewed towards disrespecting men to try to drive an equitable playing field for women. In my mind, there has never been any cause for disrespect of the male gender. This is not fair and most importantly, it doesn’t get us anywhere.??

Put simply, I have three beautiful sons.?They have done nothing wrong.?Why would I ever suggest that, because of their gender, the gender gap is widening???It’s simply not true.

My thinking is just so different and always has been. It has always informed how I live my life. I wanted to explain that. I have 5 ways and 5 lessons I have learned on how to do this – big bold and differently for real change; cracking the code my way.

1.??????Parenting

I am privileged to be the mother of 3 beautiful boys; now young men. My children have been relentlessly supported by a full-time working mother throughout their lives from the minute they were born until the present day. They are respectful of women and men and I have yet to see a single occurrence where their values regarding gender have been compromised. They are equally respectful, sensitive, understanding and supportive of both genders. There have been times when I have had to ensure I was not over-compensating to ensure the boys understood this. Examples of this include when my primary school aged twins asked me; Twin 1 “Mummy, can men be doctors too?” and twin 2 “Mummy, daddy has gone out. Who will make us dinner?” So, instead of ensuring my boys understood Mummies didn’t always have to cook and stay at home to be the carer, equally, I had to ensure they understood, neither did Daddies…..

Don’t underestimate what your children learn from you by osmosis every single day. It is powerful, use it wisely. They grow up so quickly!

As children grow, they absorb subtle and overt messages about what is valued, who has power, and how to behave. Gender socialisation begins in the family and is reinforced or contested by teachers, faith leaders, peers, and exposure to media. By the age of ten, children have already absorbed restrictive norms about acceptable gendered conduct, which tend to be tightly policed by parents and peers[1]. Research has shown that exposure to counter-stereotypical gender roles alters how an individual forms impressions and processes social information, allowing them to be more individualistic and creative in their thinking - not just in relation to gender roles, but more broadly in life[2].?I love that I have given that to my children.

2.??????Leadership

I have the ultimate privilege of having a voice in Queensland, through government, communities, families and most importantly, young women and girls. The importance of that is never lost on me.?This privilege determines how I act, what I say, the effort I invest and how deeply I get involved in activities that promote women’s empowerment in the hope to lead to change for gender balance:?or even thinking that it’s possible and I truly believe it is. I reflect on my own career as I worked up through the professional ranks. I did this through hard work and discipline, lots of study and always with the support of other professional women and men who held positions far more senior than I.??They empowered me to understand it is possible and that encouragement positioned me well. I’m incredibly grateful for that support and acknowledge that many of them still support me to this day, relentlessly. I consciously pass this on and as a female Chief Executive in Government, I believe it’s my privilege, my responsibility and my job to ensure I do this every day. Mentoring the next generation of Queensland female leaders remains a priority to me as it was for my mentors. Those informal networks, corridor chats, texts of encouragement, mentoring coffees and phone calls (at just the right time) can often be more powerful than any formal arrangement.??

In fact, research suggests that subtle exposure to highly successful female leaders can inspire women's behaviour and self-evaluations in stressful leadership tasks[3].?Every touch point for me with young women is critical and should be for every woman in a leadership role.?In turn, they give so much back to me as I learn so much about our exciting next generation of Queenslanders.

It is more broadly known that women continue to be underrepresented in leadership roles. Evidence suggests diversity and the inclusion of both women and men in leadership positions is crucial to tackling complex challenges, through the development of innovative and successful approaches[4].?This means a mix of both is needed.?Research tells us that addressing the barriers that contribute to the underrepresentation of women in leadership positions today, combined with executive coaching, is important to sustain the next generation of women leaders into the future[5].

3.??????Social media

I know what women search for through their social media channels and I know this varies significantly at different times in their lives.?In times of success and perceived failure throughout life, we all look for something that will either validate our thinking, make us feel a little better or find help. Like many others, I was that woman and I still am. Unfortunately, I’m still very aware of how disempowering some of the imagery and messaging communicated through marketing and social media can be, especially for those women who are faced with more vulnerable circumstances. Just as racism exists, misogyny and discrimination are much more pronounced in social media forums. So-called ‘keyboard warriors’ are both cowardly and dangerous in equal measure. While many choose to respond with sarcasm or vitriol, I also see an opportunity to re-present the facts and the evidence to someone who is at least engaged in the conversation! Through all of my own personal channels and that of Health and Wellbeing Queensland, my team and I will always take the time to get it right, use the power of positive messaging and empowerment and this will never change. In fact, I will never respond to negativity and words of oppression.?

Through the isolation of COVID-19, we certainly saw social media providing a way for many people, including women, to generate or increase their income, gain awareness of their rights and improve their own and their families’ well-being[6]. Let’s use this growth to our advantage.

We also know that women are more likely to seek health information online than men. A previous study conducted in Australia showed 44% of women aged 18-23 years referred to the internet as a source of health information, with high potential of online resources to address stigmatising and sensitive health issues. Empowering women with credible information sources will not only promote positive decisions for themselves but also for their children, helping to improve outcomes for our next generation[7].

4.??????Investment

As the Chief Executive Officer of a public health agency, I am able to influence where we invest our time and resources. The equity agenda guides us as priority and the data confirms our thinking. To drive outcomes for women, we have to be deliberate in our investment. Our research is telling us what we have to do and I will support this over agendas that do not support closing the equity gap every single time. How lucky am I to be able to support this.

From health outcomes to professional careers, within Australia “there is an urgent need to shift a focus on asking whether gender inequity exists, to implementing and evaluating sustainable strategies to change the status quo”[7]. This priority will only gain more traction in Australia with the Federal Government’s release late last year of a National Strategy to Achieve Gender Equality, engaging whole of community action to make Australia one of the best countries in the world for a gender equal society[8].

Specifically, we know that some priority groups including women and girls, culturally and linguistically diverse, individuals living with a disability and socioeconomically disadvantaged communities are more likely to be physically inactive. Prioritisation of these groups within policy, accompanied by targeted investment of resources and enhanced surveillance are essential to successfully tackle these inequities[9].

5.??????Vision

Although gender is one of the most significant social determinants of health outcomes, the global health community is largely unaware of the different circumstances and outcomes experienced between different genders. The biological differences in men and women do not fully explain the worldwide differences in health outcomes observed throughout history and across the globe[10]. The current?women are more likely to have two (2) or more chronic conditions compared to males (21% and 16% respectively), with a higher prevalence of mental or behavioural conditions, anxiety, osteoporosis and chronic obstructive pulmonary disease among women[11].

Our vision needs to be clear and big and clear and strong to close this gender gap.?My vision is that of our organisation.??Health and Wellbeing Queensland’s vision for our next generation is as clear as it is defined. We have to confidently and clearly identify that our work will drive gender balance outcomes and reduce the impacts of inequity for our young people right across this state. Generation Queensland does exactly that. We are on the right path.

Put simply, throughout my life I follow 5 principles and I don’t waver:

1. Role model how you want to be treated, the respect you want to receive and how you want the world to be.?Your children are watching every single thing you do.
2. Give back if you are in leadership roles.?Afford to others what you have been afforded (and make deliberate and conscious efforts to do this).
3. Influence social media in a very positive way.?Be deliberate here too.??It is possible.
4. Invest your time and/or resources (whatever you have control over) to drive an agenda that will empower women and girls whenever you are able to.
5. Ensure your vision is clear, unwavering and strong.

Most importantly for me, focus on respect for all.?The next generation of Queenslanders are good and kind and respectful.?They should never be made to feel that their gender is to blame for previous inequities.??Enlist them to drive a strong agenda to close the gender gap with you.

My boys are crystal clear on how they empower women.?They just have to do more of the same throughout their lives.???If that happens, my job here is done.?

Happy International Women’s Day to all you fabulous men and women.?

Supporting Evidence

Key point: Exposure to gender equality at a young age

Evidence: As children grow, they absorb subtle and overt messages about what is valued, who has power, and how to behave. Gender socialisation begins in the family and is reinforced or contested by teachers, faith leaders, peers, and exposure to media. By the age of ten, children have already absorbed restrictive norms about acceptable gendered conduct, which tend to be tightly policed by parents and peers[12].

Key point: The impact of female leaders on equality for the younger generation

Evidence: Gender equity is imperative to the attainment of healthy lives and wellbeing of all, and promoting gender equity in leadership in the health sector is an important part of this endeavour. Increasing women's leadership within global health is an opportunity to further health system resilience and system responsiveness. Women play a critical role in strengthening health systems by giving voice to the concerns of half the population whose health care needs may be unmet and they also provide the bulk of health care worldwide in the formal and informal sectors[13].

Research suggests, subtle exposures to highly successful female leaders inspired women's behaviour and self-evaluations in stressful leadership tasks[14].

Women’s leadership—overall and, specifically, the presence of a female CEO—is more likely to positively relate to firms’ financial performance in more gender egalitarian cultures[15].

There are still far too few women in leading positions. Be it in politics or government agencies, at the highest courts or on companies’ boards. This is the case even if gender parity exists at the lower levels. If top positions are held exclusively by men for a long time, this shapes the recruitment pattern for successors, sometimes only due to unconscious bias. Having both women and men represented is crucial for successful leadership. Inclusive and diverse leadership is needed to solve the complex challenges that decision-makers face today. More inclusion and more diversity is essential to bring forward new ideas and innovative approaches that better serve a dynamic and flourishing EU society. Allowing citizens from all backgrounds to meaningfully participate in society is a necessary precondition for a well-functioning democracy and leads to more effective policy-making[16].

Key point: Information women seek on socials/blogs

Evidence: There is emerging evidence that modern technology such as social media can provide a way for women to improve their incomes, gain awareness of their rights, improve their own and their families’ well-being, advance their children’s education, and improve their status in their homes and communities. Women play a critical role in decisions around children; as such, their empowerment can improve outcomes for future generations[17].

Digital products and services need to be designed with and for girls to meet their realities. Despite best intentions, teams often design for a user base that is predominantly male. Girls are left out of co-creation, design, and product testing.?As a result, female users often are not able to access these digital products and services, or see no reason to use them, which means that girls engage less with digital solutions. This in turn widens the gender digital divide and puts girls at a further disadvantage. UNICEF EAPRO Gender and Innovation team is developing a toolkit with best practices, to support innovators, designers and implementers of digital products and services, to benefit girls and young women equally and help close the gender digital divide[18].

Key point: Research on sports in girls (i.e. lack of sport in adolescent girls)

Evidence: Reducing dropout from organised youth sport is an important priority to maximise participation given the health-related benefits of ongoing participation which include a reduced risk of cardiovascular disease and diabetes, reduced anxiety and depressive episodes, and increased wellbeing. This is an Australian government priority concerning girls because they are significantly less likely to be active through club sport in contrast to boys, evidenced by lower participation rates across all age groups between 5–14 years[19].

Specific priority groups including women and girls, culturally and linguistically diverse, individuals living with a disability, socioeconomically disadvantaged communities are more likely to be physically inactive. Prioritisation of these groups within policy, accompanied by a targeting of resource and enhanced surveillance are essential tackling inequities[20].

An Australian study shows a higher participation in sport among males aged 4-7 years (13.8%) in comparison to females of the same age (7.3%), with the same observed for the 18–29-year age group (20.4% and 17.5% for males and females respectively). The reason that a greater proportion of males participate at a younger age than females is not known, however it may relate to boys being encouraged more to participate in sport at a young age than girls. There is some evidence to suggest that in families with male and female children, fathers tend to be more involved with their sons’ sport than their daughters’. Furthermore, parents influence children’s sport participation and this is shaped by the parents’ own sporting backgrounds. Since adult males are more likely to participate in sport than females, this may be a factor in encouraging the participation of young boys more than young girls[21].

Girls and young females also encounter attitudinal inequalities (e.g. discouragement by parents and relatives), perpetuating the notion that girls’ involvement in sport is incongruent with gender stereotypes. This phenomenon is theorised as a product of the way in which sport is socially constructed as a ‘rite of passage’ for boys and young men, as opposed to girls and young females. Consequently, parental attitudes and beliefs are shaped by these sociocultural forces and these impact on how they socialise children into sport. For example, Fredricks and Eccles found that both mothers and fathers reported gender-stereotyped beliefs and behaviours and subsequently perceived that their sons had more athletic ability than their daughters and provided more opportunities and encouragement to support their sons’ involvement in sport than their daughters’. This offers some insight into the complex barriers girls and young females encounter concerning sport participation[22].

Despite increased participation opportunities for girls and women in sport, they are underrepresented in leadership positions at all levels of sport[23].

Key point: Girls versus boys relating to life expectancy and the development of chronic disease

Evidence: Research suggests that some categorical inequalities, notably gender, age and class, are associated with subjective wellbeing. Women have also been known to report higher levels of life satisfaction than men. However, women experience worse objective wellbeing than men. Higher life satisfaction despite objectively worse circumstances has been attributable to adaptive presence formation – making do in the presence of a bad situation[24].

Although deeply entrenched, gender norms are not monolithic; they bend and transform under social pressure, macro-level forces, and the daily choices of individuals who endeavour to act (and interact) on their own beliefs and preferences, regardless of prevalent norms. Addressing gender inequality and restrictive gender norms holds the potential to yield multiple downstream benefits for health and development and is essential for achieving the UN's Sustainable Development Goals. Although gender is one of the most significant social determinants of health outcomes, the global health community is largely unaware of the different circumstances and outcomes experienced between different genders.

Key point: Bold, transformative ideas, inclusive technologies and accessible education can make a difference in reducing discrimination and the marginalisation of women

Evidence: Previous studies have shown that flexible working allows mothers to maintain their working hours after childbirth and to remain in human-capital-intensive jobs in times of high family demand. This ability may increase women’s satisfaction with work–life balance by allowing women to maintain both. In this sense, flexible working can be a useful tool to further enhance gender equality in our societies[25].

An agenda for action to promote gender equality and shift gender norms for improved health outcomes requires a focus on health outcomes and engagement of actors across sectors to achieve them; reforming the workplace and workforce to be more gender equitable; filling gaps in data and eliminating gender bias in research; funding civil society actors and social movements; and strengthening accountability mechanisms. National governments should use the diagnostic findings to implement health policies or programmatic interventions based on available evidence of what works, and advocate for social and economic policies that more broadly promote gender equality and changes in gender norms and support programmes to improve health outcomes that engage multiple stakeholders, include a diverse set of activities that reinforce each other, and foster active participation by affected community members and key actors who enforce gender norms, including parents, teachers, peers, and the media[26].

Artificial Intelligence (AI) has become an area of strategic importance and a key driver of economic progress, hence women have to be part of its development as researchers, programmers and users. While AI can bring solutions to many societal challenges, it risks intensifying gender inequalities. Algorithms and related machine-learning, if not transparent and robust enough, risk repeating, amplifying or contributing to gender biases that programmers may not be aware of or that are the result of specific data selection. Furthermore, an equal sharing of care responsibilities at home is crucial, as is the availability of childcare, social care and household services, in particular for single parents. Insufficient access to quality and affordable formal care services is one of the key drivers of gender inequality in the labour market. Investing in care services is therefore important to support women’s participation in paid work and their professional development. It also has potential for job creation for both women and men[5].

References

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[4] European Commission. A Union of Equality: Gender Equality Strategy 2020-2025. Brussels. 2020.

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[8] Department of the Prime Minister and Cabinet. National Strategy to Achieve Gender Equality. Australian Government. 2022. Available from: https://www.pmc.gov.au/office-women/national-strategy-achieve-gender-equality#:~:text=The%20National%20Strategy%20to%20Achieve,consultation%20with%20people%20around%20Australia.

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[16] European Commission. A Union of Equality: Gender Equality Strategy 2020-2025. Brussels. 2020.

[17] Ajjan H, Beninger S, Mostafa R, Crittenden V. Empowering Women Entrepreneurs in Emerging Economies: a Conceptual Model. Organisations and Markets in Emerging Economies. 2014; 5 (1): 16-30.

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[20] Active Healthy Kids Australia. Reboot! Reimagining Physically Active Lives: 2022 Report Card on Physical Activity for Children and Young People. Melbourne, Victoria: Active Healthy Kids Australia. https://doi.org/10.21153/ahka2022

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[26] Gupta G, Oomman N, Grown C, et al. Gender equality and gender norms: framing the opportunities for health. The Lancet. 2019; 393 (10190): 2550-2562.