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So far Women in Gaming Australasia has created 56 blog entries.

Q&A with Emily Haydon


How did you find your start in the industry and how did you arrive at your current position?   After graduating university I started my career in IT in the dairy industry. One of my first roles was as a project co-ordinator doing administration – budgets, minutes, supporting project and programme managers in anything they needed. I really enjoyed working in a project environment, fast paced and focused on delivering specific outcomes. I used that time to learn as much as I could, I spent a lot of time listening, asking questions and observing different management and leadership styles and after a few years I moved into a project management role, managing a range of small-medium IT projects. I then got the opportunity to work on a large transformation programme, replacing the system we used for core business processes (HR, procurement, finance, supply chain and sales) across multiple countries in Asia. This was a steep learning curve for me, I had my first experience being part of a high performing team and in 18 months we had rolled out the system to five countries. Following that I decided to take some time off, and spent six months travelling overseas.  When [...]

Q&A with Emily Haydon2021-04-12T15:25:25+10:00

December 2020 Survey Results


Your Views in December 2020 The objectives of the December survey were to: understand the impact of COVID-19 on industry participants obtain an understanding of barriers to retention and advancement in current environment views on the industry action needed to support women in this industry understand if gender representation or gender equality had stalled in the industry due to COVID-19 COVID-19 impact has impacted respondents in multiple ways: 29% of respondents indicating they have looked to leave the industry due to industry uncertainty stemming from COVID-19 Women and Men increasing unpaid caring hours per week. Women do more unpaid caring than men. Aligning with other industry research that women do a ‘second shift’ at home. Career Advancement 54% (of all respondents indicate career advancement has not been in line with their efforts. This view is shared between all genders, with females slightly more likely at 56% to respond this way than males 45%. 32% of women thought there was likelihood of getting a promotion in the next 2 years. Retention The number 1 reason for women looking to leave their role was “Lack of opportunities for promotion and/or no pathway to leadership” Top 3 views on Industry action to [...]

December 2020 Survey Results2021-04-22T11:59:03+10:00

The higher risk of domestic & family violence during self or forced isolation. What your organisation needs to be aware of


In this unprecedented time of the COVID-19 pandemic, there will be serious knock on effects felt by all. Some more obvious and pronounced than others. One serious impact which may not be so obvious but needs to be spoken about is Domestic and Family Violence (DFV). According to the United Nations, the most dangerous place for women is their home. It is way too early to gather data on any increase in DFV related to COVID-19 but what we know from every crisis (war, bushfires, major national events) is that DFV increases. Often the reporting of this violence comes out once the crisis has ended and it is safer for women to access support, so we won’t know the real impact of COVID-19 on the safety of women and their children until well after this has all died down. This is a unique case though where a because of the crisis, victims and their perpetrators are being asked (in some cases forced) to stay at home. For many victims the workplace is their only refuge from violence. We are already seeing heightened levels of angst, even anger, for what were once simple, stress-free tasks such as going to the [...]

The higher risk of domestic & family violence during self or forced isolation. What your organisation needs to be aware of2020-03-19T11:46:10+11:00

Three things to consider when it’s no longer business as usual


With COVID-19 now considered a global pandemic, we have seen immense and rapid impacts for individuals and business. While many organisations are exercising flexible work policies in the form of advising staff to work from home, or holding meetings via video conference rather than face to face, this is not possible for customer facing staff. There are many knock-on effects that COVID-19 will have including parents needing to stay home to look after children should schools close down, casual hours being cut as there is a downturn in customer trade, and possible redundancies just to name a few. During this unprecedented time, it’s critical to be aware of our unconscious bias when making decisions regarding personnel in the workplace. Should you need to consider a reduction in staff hours, or changing the wording of leave policies, review these decisions with a gender equitable lens. Question why these decisions are being made - don’t reduce a female’s hours just because she may have a partner that is able to support her, or children at home to look after. If schools close, ensure you are advising and/or encouraging your male employees to work from home or take leave to look after the children, equally as you would [...]

Three things to consider when it’s no longer business as usual2020-03-19T11:42:18+11:00

Intrust Super joins Women in Gaming & Hospitality as EDP Scholarship Partner


Women in Gaming & Hospitality Australasia has partnered with UNLV/UNR Executive Development Program and Intrust Super to offer one scholarship to the UNLV/UNR Executive Development Program (EDP).  To promote diversity and best practices in the global gaming industry, WGHA will offer the Intrust Super EDP Scholarship covering tuition, accommodation, and airfare for one aspiring female gaming/hospitality industry executive to attend the UNLV/UNR Executive Development Program—a more than AUD $18,500 value.  Currently in its 30th year, EDP is a partnership program between UNLV International Gaming Institute (IGI) and the University of Nevada, Reno College of Business and Extended Studies. The program is a one-of-a-kind opportunity for prospective gaming executives to explore new industry ideas, leadership strategies, and an opportunity to network with other gaming professionals from around the globe. This year’s program will take place in November in Lake Tahoe, NV.  Intrust Super CEO Brendan O’Farrell stated, “Women in Gaming & Hospitality Australasia continue to do amazing work in developing leaders that will move the gaming industry into the future.   It is critical to increase women’s participation in this fantastic industry as they bring a different leadership perspective, skillset and vision to the industry. Continually enhancing diversity within leadership groups can only lead to better outcomes for any business.   We are proud to provide a WGHA member the chance to learn from world-class speakers [...]

Intrust Super joins Women in Gaming & Hospitality as EDP Scholarship Partner2020-03-09T16:32:34+11:00

Mind the Gap – Improving your organisation’s pay equity


Six steps to improve your organisation's pay equity It’s up to every leader to call out gender equality as a key priority for their organisation. It takes more than just words, you need a clear plan with measurable outcomes. It starts with the CEO and everyone needs to work together to drive change.’ Gail Kelly, former CEO Westpac and member of Chief Executive Women Achieving gender equality, including gender pay equity, is a process that takes time and conscious significant effort. Gender pay equity is about ensuring women and men performing the same role are paid the same amount, and women and men performing different work of equal or comparable value are paid equitably. This requires a valuing of skills, responsibilities and working conditions in a non-discriminatory way. There are many reasons for the gap between earnings for women. A range of historical factors have played a part in creating the gender pay gap. Today, influencing factors can include: Unintended gender biases in hiring, promotion, performance and pay decisions The undervaluation of skills in industries and areas where women predominate Women’s lack of access to work-based training Different levels of eligibility for discretionary payments such as over-award payments, [...]

Mind the Gap – Improving your organisation’s pay equity2020-03-06T12:14:34+11:00

Five Simple Actions to Promote Women’s Achievements


Highlighting Women’s Achievements We don’t live in a gender equal society. Men are judged based on their potential; women are judged based on their past performance. Even in 2020, society and workplaces still use two different scales to evaluate men and women. Research shows that women must prove that they can succeed in a role before they are promoted into it, whereas men may be promoted on their perceived potential. The consequence is men often move up into management positions faster than women.  This means we all need to highlight women’s achievement’s, so that their past performance is recognised, while we address the systemic gender barrier at a broader level. A study published in the journal Frontiers in Psychology, featured two similarly structured experiments, both conducted online via Amazon's Mechanical Turk. One featured 199 participants, who were told that a fictitious technology company was looking for a director of financial affairs. They then looked at four resumes. Two of them (one for a man, and one for a woman) highlighted the applicant's past successes, while the other two emphasized his or her potential. These were accompanied by short testimonials, which also focused on either impressive past performance or inherent capabilities. Participants [...]

Five Simple Actions to Promote Women’s Achievements2020-02-05T09:29:26+11:00

How Sponsorship Can Create Successful Career Pathways


Forging and developing career-building relationships, or the lack thereof, is one barrier women face in the workplace that can hinder leadership progression. There are not enough women represented in leadership, and this in large part is due to not getting high-stake assignments which are critical for being considered for leadership and C-Suite Roles. Often, this is due to a lack of influential sponsors demanding and ensuring that they get these stepping-stone jobs. Sponsorship can be powerful mechanism to overcome this barrier. Sponsorship is also a significant and effective professional relationship for women's success. Sponsorship is active support by someone appropriately placed in the organisation who has significant influence on decision-making processes or structures. A sponsor is someone who can spot talent and is willing to advocate for, protect, and fight for the career advancement of an individual. According to the 2018-2019 Workplace Gender Equality Agency scorecard, women make up 50.2% of the Australian workforce yet just 31.5% of women make up Senior Leadership Teams. As seniority increases, representation of women decreases with women comprising just 17.1% of all CEOs. Statistics in the gaming industry are even more sobering; women hold just 3.8% of CEOs positions, and 25.6% of females make up Senior [...]

How Sponsorship Can Create Successful Career Pathways2020-01-29T17:31:50+11:00

Reflections from the Executive Development Program


“At first I was afraid, I was petrified” Gloria Gaynor, I Will Survive Amy Ayoub, The Zen Speaker, told me that the best way to start a speech is with a quote, a fact or a question. I think I can apply the same principle to this article and I can think of no better quote that sums up how I felt on the first day of the Executive Development Program. I don’t remember when I first heard about the Executive Development Program. I do remember that I was a Customer Service team member, working at the Premium Gaming Room reception desk at Treasury Casino in Brisbane, so it must have been about ten years ago. I had heard that one of the Casino Duty Managers had gone to Lake Tahoe in Nevada USA for a development course that was specifically for leaders in the gaming industry. I set myself the goal that one day I would attend. As I write this, I’m reflecting on one of the most challenging, exhausting, difficult and rewarding experiences of my career and my education. A joint initiative of the University of Reno and the University of Las Vegas, The Executive Development Program [...]

Reflections from the Executive Development Program2019-12-05T11:20:09+11:00

How to Avoid Gender Bias in Performance Reviews


Love them or hate them, performance reviews are an annual staple in the majority of companies. To ensure business success, most organisations have a performance evaluation process. This might include including goal-setting, performance measurement, regular performance feedback, self-evaluation, employee recognition and documentation of employee progress. Performance reviews are supposed to be objective with employees being rated against a scale to ensure fairness. However, performance reviews are subjective, and this opens the door to gender bias. Gender bias, by definition, is the unfair differences in the way a person is treated because of their gender. We have seen many a business case telling us the benefits of a diverse leadership team; improved financial performance, more creative and innovative teams, improvements in recruiting and retaining talent just to name a few. We even have sex discrimination acts in force making it illegal to discriminate based on one’s gender. So why is bias still at play and how does it affect women’s ability to progress in the workplace? Everyone has biases. They develop over the course of our lifetime through our own experiences and exposure to messages and other influences. While bias will always be present, we can become more aware and [...]

How to Avoid Gender Bias in Performance Reviews2019-11-20T11:51:36+11:00

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Women in Gaming & Hospitality Australasia

Level 3, 60 Union Street Pyrmont NSW 2009

Web: www.wgha.org.au

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