AFR Talking Points: Inequality in executive ranks

As I read the Business Council of Australia's target in the paper last week, I knew I had a fair bit to say! Luckily, the Australian Financial Review was partial to giving those opinions a megaphone... Here is what I wrote.

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There is little chance women will ever make up half of senior executives in engineering intensive industries, let alone in 10 years time, unless there is a real push for more women in these sectors in the first place.

Companies have to look beyond rapid promotion and mentoring plans to the impediments that exist for women at the beginning of the executive pipeline if any change is to occur.  s (BCA) bold target of increasing the number of women in senior roles is a promising development. However, the lack of diversity at the upper levels of management in companies is a symptom of a problem that begins much earlier. It is the product of a range of obstacles that prevent women from reaching positions in which they are visible options, and, taking a further step back, from even considering these industries at all.

When I graduated in 2011 with a Bachelor of Mechanical Engineering I was one of seven females in a class of a few hundred. This ratio highlights a flaw in the way woman approach science, engineering, technology and maths (STEM) based disciplines.

Part of the problem is how STEM subjects are marketed to young women, or not marketed at all, from a young age. Far too many girls are studying maths in their final years of high school, effectively shutting down a whole lot of career options. This is reflected in university enrolments, graduations and industry employment patterns.

In oil and gas extraction in Australia, the percentage of females working in the industry is less than 12 per cent. As a fly-in, fly-out, high-visibility gear wearing field specialist, it is extremely rare to meet another female on any land rigs. Granted, the work is not glamorous and the environment is not suitable for everyone (male or female) but if, at the grassroots level in the field, there are very few females working, what is the chance of female talent making it to the top?

Field experience in engineering provides a level of depth and understanding of the industry that is critical to higher management roles. Recent counsel by a senior engineer at an oil and gas conference indicated that part of the reason females were not reaching upper management positions was due to the lack of field knowledge (and the networks and understanding of the culture that comes along with field experience) compared to their male counterparts.

The field environment is not nearly as hostile as people expect. With more women visibly taking on these roles, hopefully more will be encouraged; enough to achieve the critical mass required for real culture change. However, lack of field experience is not the only barrier.

Due to the low numbers of women in engineering, there is an extra layer of difficulty for women returning to the workforce after maternity leave.  In a field where experience on different projects is paramount and the work is extremely resource and time intensive, missing the months or years is more than just disadvantageous, it means that real opportunities for growth are missed. As a female just starting out in the industry, this is something that is always at the back of my mind. There is an opportunity for companies to play a much more significant role in this space, although ironically the understanding of the needs of female employees will be best addressed by female directors.

Women who study and work in engineering-based fields are not always comfortable discussing gender in the workplace either, due in part to the stigma associated with the discussion in such a blokey environment. In a world where women are outnumbered more than five to one, it is important that men are involved in this conversation. The report released by the Male Champions of Change is a symbolic move that should not be understated, as it signals that gender diversity is not simply a ploy by women to ‘move up the ranks faster’ and ‘be rewarded for gender not talent’, as some critics may choose to believe. It highlights the value of gender diversity to the business.

Cultural change is never an easy endeavour but it is worthwhile. The BCA’s move is timely and important. Working with industry to develop solutions that focus on the root of the problem can make audacious targets a reality.

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So what do you think? Is the target a reality?  Would love to hear your thoughts!

Cheers!

Yassmin Abdel-Magied

We need more men like Malala's father

Malala Yousfazi's story is well known around the world now, and as a one of the nominated for the Nobel Peace Prize this year, her passion for women's education has been given an international platform.

She is clearly an inspiration for many, although there are those who would take away from her achievements by claiming she is a 'good native'; someone who can be used as an example to justify the actions of Western nations.

Looking beyond this though, the story of Malala is not about Malala herself, because as many have pointed out, there are many like her around the world.

The story is rather that of the Yousfazi family, and particularly her father Ziauddin.  This story is about the strength of fathers in a world where bucking the cultural norm not only reflects on the individual, but on the entire family and is one of the more difficult - but worthwhile - paths to tread.

***

I cannot speak for Pakistan or Afghanistan, but as a Sudanese born child to parents of mixed heritage in Northern Africa, our cultures have many similarities in expectation and tradition.

In Sudan, the levels of education that women attain - or allowed to attain - are often restricted by the income bracket and cultural expectation of the family.  Middle to high income bracket groups often see school education (including for women) as a given.  Those from poorer parts of the country do not always have that luxury. Unfortunately, most of the nation's wealth resides within the three central cities of Khartoum, Omdurman and Bahri and so many living in rural and remote areas miss out.

The kicker? The level of influence of the attitudes of men in the family.  Sudan, like many Middle East and North African nations, is intensely patriarchal.  No matter how much 'gumption' a woman may have, or how 'brave' she is, without the support of the family and the alpha men in the unit, some things are unlikely to be tolerated.  This is not to say 'all the women are oppressed', as media often regurgitates, but it does mean that men continue to control much of the public discourse and the public domain more generally.

It is very difficult for a woman to support herself in a house alone, for example.  One's reputation and the way they are seen by the world is the most valuable currency in a collective society.  It is a dis-empowering situation in some senses, particularly if one is used to the freedom of choice and independence women are allowed in other parts of the world to .  However, it is the lay of the land...

It is against this backdrop of patriarchy that the importance of male support begins to be clear.  I see my own father in Malala; a man who values education, opportunity, and sees his daughter not as a less capable member of society who should be married as soon as possible to produce grandchildren, but as a functioning, contributing citizen who has the ability to do so much more than the minimum expected.  My father moved across the world for these opportunities for his daughter, and supported me in every educational pursuit that he felt added value.  He encouraged my passions, even though traditionally, fields such as mechanical engineering and working in very male dominated environments is not always seen as 'appropriate' or fitting for a 'good Sudanese girl'.  I am where I am today largely because of both my parent's efforts, and the blessing of his support has allowed me to be in a role that will hopefully inspire others in some way.

My point is this.  It is unlikely that Malala would have been able to do the things she did - write for the BBC, continue her education - if it weren't for her father's support.  Without the blessings of the patriarch in Sudan, life decisions become quite fraught and difficult; I have little doubt this would be the same in Pakistan. Her father's attitude likely legitimised her actions in the area and allowed her to communicate and make a stand without ostracising her own family in the process.

It is the support of men like Malala's father which is absolutely required in the fight for women's equality, education and liberation in countries such as Sudan and Pakistan.

Without their support, it is an uphill battle that is unlikely to be overcome any time soon.

With their blessings and bolstering however, a difference can be made.

Here is to the fathers of our daughters.

 

SBS Online: If quotas are not the answer, what was the question?

The piece was originally posted on SBS News Online!

Since the announcement of Prime Minister Tony Abbott's one-woman cabinet, the discussion around quotas and representation of women in levels of influence has been rekindled with passion.  Both sides of the debate have defended their position with vehement enthusiasm.

"Oh, I am all for equal and fair representation of women - but quotas? No, I want women based on merit", is the most common argument.

Women themselves - even those who would be in a position to benefit - seem particularly sensitised to this argument. They'll shy away from being given an 'unfair advantage' or reject it outright, presumably in the belief that to do otherwise would be to affect their perceived legitimacy.

Liberal MP Bronwyn Bishop is a strong opponent of quotas. ''I never want to see affirmative action - that is, you got the job because you were a woman - because that makes you a permanent second-class citizen,'' she says. Her fellow Member of Parliament, Julie Bishop, shares this sentiment.

The discussion around targets, quotas or affirmative action is extremely polarising, yet the underlying question seems to be unclear. What exactly is it that we are trying to achieve - and why? If quotas are not the answer, what is?

If "more women in leadership positions" is the overall aim, then the data from around the world proves that the concept of affirmative action appears to be working.

Norway is touted as the classic global example, having introduced a mandatory quota for women on boards in 2002 and passed by the Norwegian parliament in 2003. In this Scandinavian nation, the percentage of women on boards did in fact increase from 9% in 2003 to 39% in 2009. The first study on the effects of the quota was undertaken by the Norwegian Institute for Social Research and the results reinforced the benefit of affirmative action on the 'bigger picture'.  It was reported that the majority of directors surveyed indicated that more women on the board led to new perspectives and more issues being added to the board agenda.  A seeming win-win situation, right?

But if the aim is about promoting those with this intangible and extremely subjective criteria of 'merit' - well, perhaps our society's entire process of promotion needs an overhaul!

In pure numbers, the Australian Bureau of Statistics reported that women have the edge on their male counterparts in Bachelor degrees and higher qualifications.  27 per cent of women compared to 24 per cent of men hold these type of tertiary degrees.  If we are looking at entry requirements for merit, wouldn't these numbers reflect an even - or even female oriented - outcome?  Understandably, leadership positions aren't just based on degrees. Industry and management experience and networks play a significant role, as well as the fact that often women take time off work to raise families.  But if we are talking about 'merit', qualifications are surely an indicator.

If society functions by promoting, hiring and being led by the best, why do all our 'best' look so similar at the top - but things work so differently at the bottom? The difference between entry points is striking.

The Australian Financial Review's 100 Women of Influence, for example, is a list of some of the most inspiring ladies around the country. Yet the significant contribution and capacity of women doesn't seem to leave the  impression that it should. Whether this is because we, as females are predisposed to more nurturing roles, or whether this is because people hire and promote those who are like them is up for debate - but it remains a thorn in our sides.

Jane Caro asks some of these questions in a timely piece, where she also highlights that the idea of quotas and targets are not new and they continue to be utilised for a variety of representations.  It would be inconceivable for a regional representative or a youth representative for example, to refuse a position solely because they were selected on the basis of location or age.

Why is gender different? What makes us all so uncomfortable with forced structural change around gender?  I struggle to understand the deep seated resentment against the idea.  Is there a sense of illegitimacy if a woman feels like she is only there to 'fill in a quota' and if so, where does that sense of illegitimacy come from?

I am not a social engineer and don't have the answer.  I am simply a 22-year-old who wonders: is inducing change to have women around the cabinet table and in the boardroom the best way to achieve our collective desired outcome?  Quite possibly yes - if the aim is for our leadership and the pipelines to these positions to be fair, equitable and representative.

By equity and fairness, I mean that the characteristic of gender is not an obstacle to being considered, and that a woman's capacity is readily identifable. Of course, removing unconscious bias is easier said than done.  By representative, I mean that our leadership reflects the makeup of those being led.  Given a majority of our population is women, a largely male dominated leadership is not really representative at all.

One thing is for sure : affirmative action makes the talents of women more visible.  It is a mechanism to force people to look outside the usual traps for talent, and that is what gives the concept potential.

Philosophically, we might not feel comfortable with it - but if the aim is to have our leadership as diverse as our population, perhaps the end justifies the means.

The piece was originally posted on SBS News Online!

Daily Life: What it's like to work on an all-male oil rig

This piece originally appeared on Fairfax's Daily Life.

My first posting on the oil and gas rigs happened shortly after graduating from mechanical engineering.  My mother was quite proud; my father on the other hand took a while to come around.  He couldn't understand why his Muslim daughter wouldn't accept a solid, stable job offer in the city.

“What are you doing out here?” my friends would ask, “Is it just for the money?”, “What is it like working with blokes all the time?” or, more often than not: “Are you insane?”

I remember walking into a meeting in the early days as one of the guys was taking a sip of his instant coffee.  "Tastes like date rape", he said.

I froze, looking at my fellow rig worker.  I wasn’t quite sure what to say.  If I overreacted he would badge me as being ‘over sensitive’ and avoid me for the rest of the job, but my inner feminist nonetheless cringed at the idea of letting such language slide. Sensing my unease, he finally said, "I guess we can’t say that sort of thing anymore now that you are here."

Working on oil and gas rigs isn't the first career path that typically comes to mind for many women. By and large, it's seen as a rough, tough, blokey world that is does not welcome female employees.   Notwithstanding this, I was attracted to the adventure, the practical aspect of the operation and the challenge of working in such an unusual environment.  It seemed like the ideal first job for an engineering experience junkie like me.

Given the fact that I have met around six women working in the field in the entire time I have been employed, one can say there is truth in the 'boys club' perception. But working in this masculine, testosterone-drenched environment has also been an interesting exercise in backyard sociology.

Here are some of the things I’ve learnt in the time I spent at the oil rigs:

Firstly, there is a significant generational difference in the male workers' attitudes towards women.

An older colleague once said, "Girly, when I started drinking, women weren't even allowed in bars." Men of his age share an antiquated view of women, but they are products of their time.

Then there are those who feel the need to be protective. “My mother, my father, my grandparents, my aunties...they'd not just roll in their graves, they'd right come out of their graves to give me a de-nozo slap if they heard me using any sort of language in front of a lady!”

Young guys, on the other hand, are often more 'gender blind'. Women being denied access or opportunities simply due to their gender is seen as old-fashioned.  They are also keenly aware of the legislation that protects that equality and will err on the side of caution so as not to put their foot in it.

They tend to test the waters and gauge what they can and can’t say around their female colleagues before they are rebuked.  It does give us a modicum of power, as they follow our cue.

However, 'formal' equality does not necessarily reflect a true change in their social attitudes and underlying expectations.  And the biggest giveaway is in the way the workers speak.

The language used by men on the rig is indescribable - and that is what they choose to say in front of me.  It’s relatively easy to complain about offensive or derogatory language in a modern mix-gender workplace.  However, when operating as the sole female in a male dominated environment, there are some awkward challenges.

Yes, we can go in, guns blazing, demanding things happen on our terms. The legislative framework exists, and is there for anyone to use if they feel discriminated against in any manner.

The protection we have as women in these environments is unprecedented when compared to attitudes two short years ago.  Legal change is the first, extremely important step.  However, forcing change in that manner inevitably fosters dissent and confusion in some cases.

In other words, the rules are changing for these men, but they don't quite know how to deal with it yet.  It is this behavioural change that we must now strive and push for, and it will be an uphill struggle.

In the end these are people I work with, live with, laugh with and rely on to keep me alive around pretty heavy machinery.  Most of them have fallen over themselves to help me and make sure that I am protected and looked after.  Although they can be painted as uneducated chauvinists, many of them are also a product of their society and what is expected of them to be ‘men’.

As my rig manager said, “This is a completely different world to [the one] out there... There is no way I would speak the same way I do on the rig in the street, that wouldn't be right.  It's just a way of keeping yourself a little sane'.”

***

I enjoy what I do and the company of the people I work with.  I don't envy the difficulty they have though, in dealing with the changes in societal expectations.  We live in unprecedented and interesting times...

What do you think?  

Women in the LNP Cabinet: What's Next?

 

In April this year, we had a female Prime Minister, a record number of women in our cabinet and a rich and interesting public debate around the role of women in our society, evidenced through books like the Griffith Review's Women and Power, and the capitvating campaign, Destroy the Joint.

Fast forward a few months and where are we?  In a nation where the discourse around women in leadership seems stifled and the cabinet has fewer women than that of Afghanistan.  That comparison is apt.  It illustrates that even in a country struggling with a war torn history and one that is generally portrayed in Western media as an oppressive environment for women has the systems in place to enable more females to play a leading role in the governance of the state.  Part of me thinks this is more about the fact that there is a lack of understanding about the role the women play in Eastern countries, but that is another discussion in itself.

Should this lack of women in our cabinet be something we discuss, analyse or just accept?  Should we be worried? It is definitely had the fingertips on keyboards, and for good reason.  

On Meritocracy

For what it is worth, I will throw my hat in the ring here by saying that I am sick of people saying that 'women shouldn't be promoted for the sake of a quota or a target'.  It is a common sentiment when quotas or targets are mentioned, and quite often by other women.  There seems to be a sense that a quota will take away from the sense of legitimacy of a woman's position, and there will be a perception that gender was the only reason that position was awarded.

"It's got to be a meritocracy." said Brownyn Bishop to Radio National.  On that basis, has the current 'meritocracy' has deemed that women aren't able to govern our countries or run our boards? I highly doubt it.  Also, does this mean that every man is promoted on the basis of merit?  James Diaz rings a bell for someone who might not fit that depiction.  

Yes, a meritocracy is important.  What seems to be forgotten however, is that a meritocracy is only as good as the access and equity of the pathways available.  If there are 'women knocking on the doors' of the cabinet as Abbott has stated, what is stopping them from jumping that threshold? Is that door locked?

Yes, he is focusing on 'stability and consistency', and it is understandable he doesn't want to cause too much change.  He said he is disappointed, but clearly not disappointed enough to make any changes.   Is there a systemic issue, or is it one of circumstance?  

The alarming lack of diversity among those who lead our nation is something we should care about.  As Nareen Young so eloquently put it, leadership should reflect the community that it serves.   No one can better represent a group that someone from that actual group - a woman for women, an indigenous for the First People, a culturally and linguistically diverse for the many migrants, and so on and so forth.  The current lineup insinuates that the group - all from a similar socio-economic demographic an gender - are able to speak for and represent all of Australia.  It does seem a little...disingenuous.  

Our Future

The best way to encourage the young and bright to any discipline is by having role models who are walking the walk.

Right now, who do we have? Our last role model in the area, Julia Gillard, was treated by the media and public perception with insults and vitriol that were lower than low.  The fact that the this was said by people who are on our airwaves boggles the mind!  Political correctness gone wrong they say - gah! There was no correctness at all.

So with the events of the last few months, what on earth would encourage a young woman to enter politics? Society inculcates enough self esteem issues related to appearance growing up as a teenager, you would hope people had moved on by the time they 'grew up'. Not so, it seemed.

Now, with even fewer women gracing our tv screens in a governing role, who will we look up to?

On one hand, it is amazing and awesome that we had a female PM, a female Speaker and now a female Foreign Affairs Minister.  It would seem though that these are more exceptions that prove the rule.  The way they were treated and their circumstances indicate that really, there is still a way to go.

What Next?

The thing is, the country has chosen. Decisively, it chose the Coalition of the Liberal and National Party to represent us for the next three years. So no matter how we feel about their policies, we must accept the decision of the people and work with what we have.  

What we shouldn't accept though, is a return to being represented by those who don't reflect the make up of the nation.  We should keep talking about the role of women in society - in governing roles such as on the Cabinet and in the Boardroom.  We should talk about the equality of opportunity and fairness.  We should talk about allowing women the freedom to stay at home if they so choose, and respect that role equally - but understand that isn't the only role that they can play in our societies.

We should also, remember to bring men into this conversation.  At the end of the day, they are our fathers, our husbands, brothers, uncles, friends.  They are also dealing with finding their role in society, and getting them on board, to understand why this needs to happen and why it is important is imperative.  Hey, no one said it would be easy, after all, no group likes sharing power.

At the end of the day though, if we really want to see any change, we have to shake the system up enough, get enough of a critical mass behind us, and demand change ourselves.

Isn't that democracy?

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Bonus: The Principle of Gender Equality...cannot be articulated better than by this video.

It may seem old fashioned and ridiculous, but one wonders at times, how many of these views are actually still held today but simply suppressed due to the current climate of political correctness...

LOLs on a Monday morning: Cosmo?!

So, I am not a huge fan of asking people to 'vote for me' - it was one of the reasons I was never really interested in University politics (that and it always seemed to be like a lot of drama...)

...but for some cray reason I've been nominated as a finalist for Cosmo's 'Fun Fearless Female' Awards?! In the role model category.  You guessed it, it needs votes!

So what do you say? Head over to their website and maybe read about all the other nominees too. Give me a vote if you reckon I deserve it, but there are some amazing other women in the bunch too so spend some time to learn about them and be inspired... It's an honour to be counted among these ladies at any rate. Damn Australia has some fine talent!

Thank you if you do :)

Upcoming Event: Women in Leadership Forum

In late October, I have the awesome opportunity to be a part of a cool forum in Sydney (albeit virtually!).

Check out the brochure here! There's a cool line up...

Also I may have a discount if you email me... :D

The Search is ON!!

Last year I had the absolute honour of being named one of Australia's 100 Women of Influence (and the joint Winner of the Young Leader's Category!!). It has introduced me to amazing women around the country and is a fantastic initiative.

The search is now on again! Do you know any ladies that you think are influential? Nominate them today!

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AFR: "The national and international search for Australia’s most inspiring and influential women in 2013 is on. The annual Financial Review – Westpac 100 Women of Influence Awards recognise and amplify the outstanding efforts of women across Australia’s economy and society. And in 2013 the momentum behind them is growing.

Launched in 2012 by then-Prime Minister Julia Gillard, the awards were aimed at celebrating their contribution to developing a diverse, vibrant and prosperous Australia.

The awards cover 10 categories: board/management, innovation, public policy, business entrepreneur, diversity, young leader, global, social enterprise/not-for-profit, philanthropy and local/regional.

The inaugural awards in 2012 clearly struck a chord, attracting support and entries from around Australia. At the time Westpac chief executive Gail Kelly said they were an opportunity to acknowledge the significant contribution women make in building a more sustainable economic and social future.

“These awards are a wonderful opportunity to celebrate the success and achievements of women across Australia and we look forward to starting the search again this year.”

“Westpac is proud to continue its support of the 100 Women of Influence awards. It’s an important way to acknowledge the significant contribution that women are making to achieve change in their local communities, businesses and society more generally.”

Financial Review Group chief executive and publisher, Brett Clegg, said: “Westpac and AFR want to acknowledge and take pride in powerful female leaders across all aspects of our society.

“Being involved at the inception of this initiative has been a great source of pride personally and for the Financial Review. This is an incredibly impactful and powerful awards program and there’s no better partner from our perspective than Gail and the Westpac team.”

A woman of influence is someone who can demonstrate collaboration within and beyond their field, and a wider circle of influence than through their direct role.

They exert influence by contributing to women’s advancement across society and economic life, and to Australian communities through collaboration and mentoring and not settling for the status quo.

Nominations were shortlisted and assessed by a panel of judges against a range of criteria, including the nominee’s personal and career achievements, contribution beyond their direct role and their mentoring and support for other women.

Nominations to the 2013 100 Women of Influence awards are open this Monday July 8 and close on Sunday August 18. Entries can be submitted online at www.afr.com/100women."

Read the rest of the article on the AFR here!

Crazy Rig Conversations: Part 5!

Working on the rigs, one hears - and partakes in - crazy, strange random conversations that usually make me laugh. Here are a few of the recent gems!  Apologies for any offense caused...

NB: Generally, each person is referred to as ‘old mate’, or OM for short.  ’Old Mate’ is Australian for ‘that random dude’, or someone whose name you have forgotten.

***

OM1: You know, I get that women want equality right. But you have to play by the rules of the game and not complain about things? It's like, when a guy who is disabled competes in the normal Olympics and then complains that the result isn't fair - well mate, we made you your own Olypmics, if you want to come and compete with us you have to be on the same level...

Me: Hmm well I can't say I have ever thought of it that way hay.

OM1: Oh well I'm not saying that being a woman is like being disabled...haha!

***

I had a surprisingly educated conversation with a driller about religion. He managed to explain the concept of "Jihad" to a fellow colleague in quite a precise manner.  

OM1: Mate, I read about this Jihad thing aye. It's not like going to war, it's like struggling for something FOR God. Like, say, you want to quit smoking for God, that's your Jihad. It's your struggle.

Me: Wow, that's actually a pretty good explanation!

It has actually changed the way my colleague sees Islam now. #win!

***

A new leasehand (the lowest position on the rig crew) had just joined the crew.  I was asking about his experience.

Me: Oh so it's his first day on the crew?

OM1: Yah, he's from the army. It's his first day on a rig ever!

Me: Oh wow, that's so cute! (as you do...)

OM1: No Yassmin. Puppies are cute. Kittens are cute. We are hard, tough, strong. We are MEN. We are not cute.

Me: ...

***

What do (young, CALD) women want? Ask them.

Young people are often maligned in our society. Unsure of whether they are contributing adults or dependent children, they fall between the cracks and can often be voiceless in public conversation and debate. Culturally and linguistically diverse groups find themselves in a similar position at times; spoken 'for' rather than asked, 'othered' and objectified in a way by a society that may not fully understand them.

For young, culturally and linguistically diverse women then, the challenge can sometimes seem insurmountable. Not only do they hail from different backgrounds, their age and their gender compound the difficulties that can often prevent them from fully engaging in community and society.

In order to engage young culturally and linguistically diverse women we must first understand that they are not only dealing with the standard societal expectations and pressures of being a young woman, but they are also dealing with often diametrically opposite expectations of their cultural background and community.

This dilemma encapsulates the issues of identity and belonging, as it so often does. Young culturally and linguistically diverse women are currently left to navigate these confusing waters alone, often without guidance, and seem to be expected to do so without fault. This is an unrealistic expectation. These young women should be supported, engaged and empowered to deal with issues of identity and growth. This will enable them to feel like they are part of the community or give them the power to shape their own.

Anecdotal evidence of mismatches between cultural expectations and the anguish that follows is plentiful. For families that migrate from very conservative societies where women are not given the same autonomy as they are in Australia, the idea that this is the norm here is one that is difficult to relate to and sometimes rejected.

This moves beyond the simple and superficial differences that are often highlighted, such as codes of dress. It goes to the root of gender roles and what it means to be a 'good woman' in particular cultures.

For some communities, women’s' involvement in extraneous activities including sports or politics is seen as undesirable. The 'Shinpads and Hijabs' program, which trained young Muslim girls in soccer, is one such example. When the initiative was run at the local Islamic school during school hours, parents were accepting and encouraging. However, when the suggestion was made to broaden the scope of the program and run it after hours, it was no longer an option for many. Furthermore, the final excursion to see the local team at the city's stadium was eventually cancelled as parents were reluctant to let their daughters attend the festivities.

It is quite possible that had these been boys, there would not have been any issue at all.

Examples such as this illustrate the pressures that are placed upon young culturally and linguistically diverse women on a daily basis.

How can we support and empower these young women as a sector to grow and develop as individuals?

Effective engagement with the young women, beginning with families and implemented through schools, is part of the solution.

It is important that any engagement with the young women include their families and communities. Due to the collectivist nature of many culturally and linguistically diverse communities, it is difficult to engage these ladies on an individual basis only and ignore the role their family plays. This collective engagement not only shows respect to cultural norms but also allows for a feedback process that is imperative to improving services.

Engagement through schools is also a natural avenue, as schools provide a platform that is already accepted. Moreover, families are more likely to value education and opportunities provided through educational institutions as opposed to random, unaffiliated programs. The legitimacy that the school structure provides is important, as is the captive audience within a school group. Operating during school hours, as with Shinpads and Hijabs, also allows for engagement programs to be minimally disruptive and more likely to be accepted.

One aspect not to be underestimated in effective engagement is the power of example. Encouraging other culturally and linguistically diverse women to run programs for their younger counterparts and become involved in the process is invaluable. The ability then of the young women – and importantly, their families – to relate to the programmers is enhanced significantly. They are also more likely to accept the program, as it will more obviously align with their own values, a concept which is extremely important.

Lastly, ask. Ask the young women what they want to do, what they want to achieve, and how best they want to do it. Often, as a sector we assume we know the best for particular groups, especially when it comes to dealing with young people. However these young women are smart, dynamic, interested and often have some idea of what they want to do. By asking, not only will their considerations be taken into account but their needs are front and center of the equation and the solution. This focus is imperative and invaluable.

Nothing will happen without some change. This does pose its own difficulties, as families and communities are often reticent to accept or entertain the idea of cultural and ideological change. However, as a sector it is our role to find the best ways of communicating with all of these groups – the young women, their families, schools and communities – in order to provide the best possible solution for all involved and to ensure these young women have their own, authentic voice..

This was initially published in FECCA’s 'Australian Mosaic'.

WOW Bites: Survival Guide for Chicks on Rigs.

Earlier this month I had the honour of presenting at the World of Women (WOW) part of the Sydney Writers Festival. It was quite an inspiring session, with speakers who included the likes of novelist Melissa Luckashenko to a young Iraqi lady who had traveled to Australia seeking asylum.

Find out more about WOW at Sydney here.

The majority of the 'Bites' - strictly ten minutes bites of inspiration and the like - were quite deep and moving. Lucashenko's and Kristi Mansfield's were both quite brutal to be honest, forcing the audience to confront issues of rape and violence occuring on a daily basis to young women in our own cities.

I took a different tack and went for a slightly more light hearted and humourous angle. My piece was a 'Survival Guide for Chicks on Rigs...' (because you know, there are just so many of us!). I started off with a bit of a poem...and I would like to share a little bit of the presentation with you!

Aren't you frightened, they will ask,

Of the men, the remoteness, the difficulty of the task?

Why on earth do you want to do that, they will question

Where as if you were a guy, that wouldn't rate a mention.

The fact of the day is, ladies and gentlemen,

That this guide is not about survival.

We will survive - Gloria Gaynor said so.

It is about thriving and owning our power from the get go.

Ladies and gentlemen, welcome.

Working on the oil and gas rigs, particularly as a woman, is an adventure and a half indeed.

As I am an engineer and love lists and numbers, I've put together a numbered list of suggestions, and I hope you enjoy!

Number 1.

Determine where YOUR line is, how thick YOUR skin is, how much you are willing to let slide. Factor in the 'drilling rig bonus'.

Often when a woman begins working on a rig, the men won't talk to her for some time at all. Don't take it personally, but they are slightly scared themselves (though they will never admit it!). They won't know how to react to you, what they can say around you, how thick YOUR skin is...they know something will be different now that you are here but they don't know HOW that difference will play out.

Let them take the cues from you. You have power here - a power we as women never used to have, and that is the opportunity to set the tone of the conversation.

What is the drilling rig bonus? An amorphous measure that accepts that normal society is quite different to the microcosm that is the drilling rig and so your line might be different in this situation, or might need to be slightly different. Adjust accordingly.

Number 2.

Make the most of being underestimated.

Some of the rig workers may hold the unspoken belief that a woman is less competent or deserving of a role. We all know that is not the case, but use that underestimation to your benefit! Surprise them at being AWESOME at your job and letting your actions speak for themselves. Being really good at your job is a language they understand and WILL respect, particularly out there.

Number 3.

Have a sense of humour

Nothing breaks down barriers like a bit of laughter. Being witty, sharp, or deploying quick, timely ripsotes are always appreciated (but careful not to descend into bullying).

If you aren't a regular standup comedian, try to see the humour in the everyday interactions - because there is plenty. Personally, I am terrible at being witty but I find most everything hilarious. Nothing warms a hardened man's heart more than having a laugh at a joke he cracked

Number 4.

Learn the language.

There is nothing more effective than good communication. For the sake of mirth though, here are some of the phrases I have picked up (the ones used in polite company anyway!).

I'm drier than a dead dingo's donga.

You wana run with the big dogs you gotta pee in the long grass.

They thought I did what?! That's lower than the basic wage.

I'm like a mushroom. I get fed rubbish, everything just slides off me and I only come out in the dark.

Number 5.

Be Flexible, within limits. Don't forget your rights.

The guys working in the field will appreciate flexibility, humour and cues taken from you, as illustrated previously. A level of flexibility is required, as fighting every single battle is not only ineffective, it is exhausting.

However, you must also be cognizant of your rights as a woman and individual and if things DO go too far and they DO overstep the line, stop them. Use the tools necessary if required.

You might think it is a career limiter but rest assured, it is a career killer for the other individual. The law is on your side. If you are in a situation like this - talk to someone you trust, and then make a decision and don't ever feel guilty for the actions of others.

Number 6.

Always pack more sanitary items than you might think you need. You won't be able to buy any if you're stuck out in the middle of the desert or the ocean.

There's always one really practical survival tip in every guide. This is one of those. Trust me. Oh and a word of warning, the guys LOVE blaming any mood swings on our hormones. It's great.

Number 7.

Be your version of strong.

When I started out, I thought strong only meant masculine. I think that my time on the rigs has redefinined the relationships between masculinity, strength and what it means to be a strong, feminine woman. It means something different to everyone.

Now, for me, strength is in the fact that I can not only phsyically hold my own, but that I am not afraid of the men and the environment. Strength comes from knowing who I am and that I accept the fact that I am a woman in the industry and embrace it. Strength comes from knowing that I can choose to wear, dress, behave and speak how I please - whether that's rough or refined, the strength comes from knowing I have the power and gumption to make that choice.

Strength for you can mean any number of things, and I believe figuring that out is indeed strengthening in itself.

Number 8.

Enjoy the adventure!

Working as a female in a male dominated industry will always raise eyebrows and provoke questions.

Be ready for that. Decide whether this is something you want to *embrace* and talk about or whether it is something you would like to *ignore*.

Remember that no matter how much you ignore it, you still will be the odd one out. But that's not a terrible thing. If there are enough women that want to be the odd one out, soon the day will come when that is no longer the case.

Either way, I think it says a lot that we now have the CHOICE to to participate in this previously closed environment.

Be proud of who you are, and never apologise for it.

***

So what do you think?

Ladies, we don't need permission.

The Allens Law Firm just held an amazing event - Womens@Allens for Queensland week and I thought it was worth sharing and discussing before the awesomeness faded from my memory (as things tend to do so quickly these days!). The pearls of wisdom that came out of this panel of inspiring Queensland women bear repeating.

Madonna King talked about one of her biggest successes being choosing her husband. An interesting point, but one I think that is quite pertinent - your choice of spouse and the subsequent spousal support (or lack thereof) can play a big part in your future options.

Peter Hackworth's story (second from the left) is also amazing, and she pointed out that it is a smart and lovely thing to do to always be nice, charming and smiling to everyone, regardless of how you may feel or what their standing is. A cliche you may say, but so underestimated and such wise advice! Because we're all humans at the end of the day, and life really is about those interpersonal skills. I used to think I shouldn't be 'nice' on the rigs because that's 'too feminine'... until I realised that a) there was nothing wrong with being feminine and b) there was nothing wrong with being nice! In fact, the guys usually appreciate it. Those who don't, well, you can't win 'em all!

(She also talked about the value of picking up the phone and talking to people as a pose to emailing and texting which honestly, is so true! Fastest way to get an answer usually, right?)

Chelsea de Luca also talked more broadly about taking risks (she left a stable job to start her own jewellery line) and doing things that ultimately, in the broader scope of things, make you happy - and to see happiness as the final outcome. Not every day is going to be joyful, but it's that final outcome that counts.

Some other tidbits from the night:

• Don't take things personally (something especially women do, perhaps?);
• Understand that failure and risk are part of the process;
• Hindsight is 20/20 but you are who you are today because of the tapestry of your past (life's too short to wonder about what could have been!);
• Balancing family and career is always going to be a huge juggling act...but don't be afraid to ask for help either;
• Just ask! (for that promotion, for that leave...);
• ...and if they say no, sometimes go ahead and do it anyway! (start your own business etc).

One last thing that came out of a conversation right at the end (and a previous conversation with a good friend) was about the 'should do's' and dealing with what society tells us we 'should be' doing - as a woman, as an academic, or an achiever etc.

"You should be getting a good job and climbing the ladder"

"You should be working harder than everyone else"

"You should be focusing your career"...and so on and so forth.

Sometimes though, the rules aren't the be all and end all. They are societal expectations and they are there because society likes people to conform.

They are not hard and fast rules. 'Should' is not the same as 'must'.

There are always exceptions to the rule, no?

The question is - are you brave enough to be that exception? We don't need permission from anyone - just ourselves.

At the end of the day, it is up to us to choose what we want to do. It is safer to get that legitimacy from an external source like a company position, but it is also just as viable to find it yourself, doing it your way.

It might not work, but at least you'll have tried. You will definitely come back from that experience a different person. After all, the best experience comes from the worst situations! What is the worst that can happen, really?

So stop waiting for someone to give you permission to break the rules and do what you feel like doing. Just...do it.

Who knows?

When have you ever felt the urge to do something different? What 'should be's have you experienced? How have you broken through...or what stopped you??