The growing momentum for environmental and social responsibility
Across Australia and New Zealand, companies are talking more than ever about their contribution to greater good – for people and the planet
Corporate social responsibility (CSR) has moved considerably from ‘a nice to have’ to a ‘must have’. Where it was once a voluntary decision of individuals within a company now, we see greater emphasis on mandatory schemes at regional, national and even transnational levels. For those unfamiliar, CSR also includes social and environmental impact and requires companies to consider the interests of all stakeholders when going about day to day operation including investors, suppliers, consumers, employees and the community.
In the current climate, this presents an interesting question for companies who are going to have to strike the right balance across areas like shareholders priorities, the provision of jobs or saving the planet.
There is no doubt that modern companies have realised the importance of operating and thinking in an ethical and sustainable way. Social impact has evolved from a PR play to an important part of a companies’ strategy. This trend is often in part to also attract top talent as new professionals’ value and even seek out companies where positive social and environmental initiatives are prioritised and social responsibility is part of the company’s ongoing strategy or culture.
In Australia and New Zealand, CSR programs have become central for many companies. In the early 2000s, one of New Zealand’s largest banks announced its policy to move to triple bottom line reporting, which broadens a business’ reporting focus to include social and environmental impact as well as just the financial. Since then, it has pursued a large range of CSR activities including community contributions (company branded helicopters), as well as environmental initiatives. Recently, green growth lending targets have been set as well as the introduction of electric and hybrid cars – a partnership with Sir Peter Blake Trust which encourages environmental awareness and leadership development. And most recently, this bank has become a living wage employer.
Seeking to be an industry leader in environmental sustainability, Australia’s largest airline recognises that the cost of inaction outweighs the cost of action. Determined to embed environmental performance and sustainability principles within all management systems, policy and practices, by 2020 they are striving to save 20 per cent on electricity and water consumption, reduce waste by 30 per cent, improve fuel efficiency by 1.5 per cent each year and cut net emissions by 50 per cent come 2050. Having initiatives in the air and on the ground allows them to better achieve their goals of helping protect our environment for present and future generations.
It has become evident New Zealanders increasingly care about climate change and their concern for the environment with the introduction of the new Climate Change Response Amendment Bill. Colmar Brunton’s Better Futures research (2019) shows us that 55 per cent of New Zealanders express high level of concern around the impact of climate change on New Zealand. This figure has increased a notable 31 per cent from 2010 and as it is argued New Zealand is a progressive country, there is a strong consensus emerging they could play as a global leader with this issue. The Bill means New Zealand will need to dramatically reduce their emissions, particularly from transport, energy and agriculture, and offset the ret through new forestry. If a country like New Zealand can’t do it, who can?
Interestingly, in the latest edition of Isentia’s Leadership Index released in March 2019, New Zealand leaders discussed CSR in 12% of the media coverage analysed, behind financial results at 57%. Potentially a good precursor to what might now be another impressive topical lead for New Zealand.
In another study conducted by Business Insider Australia, 77 per cent of consumers said they would choose to pay more to purchase from companies demonstrating community responsibility. This shift is a result of consumers expecting less of institutions and governments in particular. In an era of fake news and celebrity style politics, consumers are looking more to companies to do the right thing by society and are prepared to pay for the peace of mind.
External-facing reputation isn’t the only thing that needs to be worried about. Engaging in positive social and environmental initiatives can have a big impact on companies, both internally and externally – some of these include:
Increase in company revenue
Boost in employee productivity
Reduced staff turnover
Protected brand value
Improved Research and Development
Controlled risk management
Nowadays, instead of using traditional accounting practices, it is encouraged for companies to look at its success from financial, environmental and social perspectives. Triple Bottom Line (TBL), also sometimes called people, planet and profit measures a company’s success by examining growth from an economic, social and ecological perspective.
Profit – the traditional measure of corporate profit, the ‘bottom line’
People – a measure in some shape or form of how socially responsible an organization has been throughout its operations.
Planet – a measure of how environmentally responsible it has been.
Using this method will continue the success for current and subsequent generations and help leaders build more sustainable and socially responsible companies.
3 ways to leverage CSR
Choose your social and environmental initiatives based on the fit with your company’s strategy and develop long-term relationships with social causes. Use employee volunteer programs, product donations and advocacy support, however, be modest in promoting CSR to gain customer goodwill and third-party promotion as this can detract from the CSR initiative. The key here is it has to be authentic or be perceived as authentic by you key audiences.
Here’s what we know: CEOs, CMO’s and Chief Communications Officers who support corporate social responsibility lead their companies to greater success in comparison to those who do not. Society is demanding companies, both public and private, serve a social purpose. To prosper over time, every company must not only deliver financial performance, but also show it makes a positive contribution to society. With this, reputation, talent and incentives are the 3 key areas we feel need to be nurtured when undertaking a CSR initiative.
1. Reputation
The benefits of corporate social responsibility are not limited to dollars and cents. Such policies confer other benefits as well, such as a better company reputation. Some companies enhance their reputation through philanthropic actions, supporting charitable causes, arts organisations, education programs and other initiatives in the communities where they conduct business. However, socially responsible policies related to health, safety and the environment also improve companies’ public images which also assists with protecting companies’ brands and intellectual property. A lack of such policies can result in negative media attention, harming a company’s reputation.
Companies operate in a market of opinion. How companies are judged by customers, suppliers and the broader community will have an impact on profitability and success. Corporate social responsibility offers a means by which companies can manage and influence the attitudes and perceptions of their stakeholders, building trust and enabling benefits of positive relationships to deliver business advantage.
2. Talent
A meaningful and well-executed CSR strategy can help attract and retain top talent in an increasingly competitive human capital market, especially in industries with a large number of customer-facing employees.
With exponentially more choices, candidates judge potential employers on more than just the standard set of benefits. Millennials in particular look to be part of something ‘bigger.’ They want to be inspired, to feel good about their employment choice and to join an organization that fits with their values. This often means seeking potential employers that support causes they are passionate about, or more broadly, that share their views on the importance of giving back. Working at a company where employees view their CSR efforts as positive, has a significant and favourable impact on how they rate their pride in the organisation, their overall satisfaction, their willingness to recommend it as a place to work and their intention to stay.
3. Incentive
How far do the effects of CSR reach? Can it impact the way customers perceive a company and their products? Companies can incentivise their customers with CSR initiatives to enable a stronger and more passionate and loyal customer base.
Knowing a company has behaved ethically can cause customers to perceive a company’s product as performing better, known as the “benevolent halo.” Moreover, consumers must believe the company’s motives to be authentically benevolent, rather than merely self-beneficial for the company, and the halo effect is strongest for consumers who believe companies have a desire to act charitably.
In case there is no CSR strategy currently implemented in your workplace, you can start with some small changes that can have a larger impact on the wider environment. Start with recycling old tech products, such as old computer parts, old mobile phones, cords and cables and all manner of e-waste that is no longer needed. Recycling paper and printer cartridges are also easy and effective ways to implement positive change around the workplace and is a step in the right direction to making a positive difference.
Thankfully, whatever the outcome it looks like the future may be a bit greener.
Louise is an experienced content marketing professional who translates Isentia’s marketing strategy into impactful and effective marketing campaigns across multiple channels. As the Content Marketing Specialist for Isentia, Louise enjoys creating informative and engaging content for media and communications professionals.
UN Women National Committee Australia and Isentia Media Intelligence Announce Partnership
UN Women National Committee (NC) Australia is pleased to announce their partnership with media intelligence company Isentia in a joint effort to accelerate gender equality.
Isentia, in support of the world’s women and girls, are proud to be able to provide valuable media intelligence and reporting to strengthen UN Women NC Australia’s fundraising activities and events throughout the year, including their inaugural International Women’s Day events across Australia.
UN Women NC Australia are pleased to stand alongside a company that aligns with UN Women’s commitment to gender inclusion and equality. Isentia is committed to diversity and inclusion through their policy and practices across the group. Chief Human Resources Officer for Isentia Kelly Young notes, “We believe diversity is our strength. Working together as one team is a core value to who we are and how we deliver to our clients. We continually strive to be a workplace that embraces and values diversity, taking opportunities to share and celebrate our uniqueness.”
Like UN Women’s efforts to promote gender equality, nurturing diversity and inclusion is at the heart of Isentia’s work. “We see the benefits of diversity and inclusion from its contribution in achieving our strategic objectives and enhances our reputation,” continues Ms Young. “It enables us to make more informed and innovative decisions, drawing on the wide range of ideas, experiences, approaches and perspectives that our people from diverse backgrounds, with differing skill sets, bring to their roles. A diverse workplace gives us a better representation of our stakeholders and markets.”
UN Women NC Australia Executive Director Janelle Weissman said of the partnership,
“We are delighted to have Isentia’s support on the path to achieving parity. Gender equality can only be achieved by working together. It is fantastic to have the incredible support of organisations like Isentia, standing with us to empower the world’s women and girls.”
-ENDS-
UN WOMEN NC AUSTRALIA MEDIA CONTACT: Leisa Quinn (02) 6185 0010, leisa.quinn@unwomen.org.au UN Women is dedicated to gender equality and the empowerment of women. A global champion for women and girls, UN Women was established to accelerate progress on meeting their rights worldwide.
UN Women National Committee Australia is the fundraising and advocacy arm of the United Nations agency for gender equality, here in Australia.
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Media Release
UN Women National Committee Australia and Isentia Partnership
UN Women National Committee Australia and Isentia Media Intelligence Announce Partnership
The circular economy of Australia’s soft plastics recycling system
You’ve probably heard of REDcycle by now - the initiative started by a passionate mum, providing Australian’s with the opportunity to recycle their soft plastics. Its operation helped reduce the amount of landfill in Australia and its sudden halt in operation sent the community into a frenzy.
The pause in the popular REDcycle program presented an opportunity to rethink the model for soft plastics recycling in Australia and find end markets for recycled package content. It also prompted Australians to rethink the way they consume products, rather than just the way they recycle them.
Social media conversations show Australians continue to encourage retailers and large corporations to use their influential power to create impactful change. These conversations are heightened where regression (or progression) is made towards sustainability.
Soft plastic recycling to the kerb
As Australians become more conscience about their soft plastic usage, it raises the question of whether the collapse of the REDcycle program was a blessing in disguise or more of a curse on sustainability?
From the end of October 2022 to the end of March 2023, Australians have consistently felt negative sentiment towards REDcycle’s collapse with spikes when key announcements were made by the organisation. Overall, close to 45% of Aussies felt negatively compared to 18.5% positive.
Source: Pulsar TRAC. Sentiment across online and social media between 29 October 2022 - 23 March 2023
A Twitter user sharing their frustration about soft plastic recycling.
The collection of coverage
As people learned the news about REDcycle, there was heightened concern about how soft plastics were going to be recycled. With over 12,000 mainstream media items about REDcycle or soft plastic recycling, it supports the idea that Australia’s broken plastic recycling system is distressing for many and more needs to be done.
The halt in operation brought on more concern for the environment and ignited feelings of anger and distrust after thousands of tonnes of plastic had been stockpiled instead of being recycled.
Source: Isentia, REDcycle coverage across broadcast, print. Source Pulsar Trends, Twitter coverage. Source: Google Trends, search coverage ( 1 October 2022 - 20 March 2023)
Media coverage across different channels (social media, search, broadcast and print) shows spikes of coverage on the same days (9 November, 7 February, 27 February) but at varying levels;
9 November - REDcycle announced it would pause its operations indefinitely. This shock announcement caused an influx of conversations on social media platforms which then caused people to search ‘where to recycle soft plastics’.
7 February - additional stockpiles of plastic were discovered in warehouses. People felt disappointed and let down by REDcycle.
23 February - supermarket giants announced they would take responsibility for the 12,400 tonnes of soft plastic stored by REDcycle in warehouses around the country, ahead of REDcycle declaring their insolvency. This announcement gained more chatter across social media in comparison to other channels.
Conversations on Twitter represent social media as the preferred option for users in comparison to broadcast, print and search.
Closing the loop
As political leaders have the power to influence their supporters on sustainability development, sustainability advocates are pushing Australian leaders to accelerate plastic waste regulations.
Conversations on Reddit rapidly grew on 9 November - the day the REDcycle program paused. Overall sentiment was anger and sadness with many expressing their feelings of disappointment after learning their donated soft plastics were not ending up where promised. Others felt frustrated or angry towards large organisations who were not holding up their end of the deal, especially after taking the time to correctly separate their recyclable waste.
At 40%, political enthusiasts far outweigh any other active community on social media and forums. Their ‘passion’ for Australia can be overshadowed, as they share their beliefs towards the government - ranging from incompetence to over governing. Generation Z are true digital natives and make up 22% of active online communities. This cohort is motivated to make more sustainable choices, if it means it will benefit the environment for the long term.
Active communities on social media and forums discussing REDcycle and soft plastic recycling. (October 2022 - March 2023)
The REDcycle program illustrated the complexity of soft plastics recycling and the need to build robust systems to close the loop on this common household waste. For years there have been stockpiling issues, dumping, toxic fires and lax regulations, making it challenging to operate.
Australia’s largest supermarkets continue to work towards reducing unnecessary plastics in their stores, and support the development of circular economies through the use of recycled material.
Supermarket chains have moved quickly to find an alternative solution, teaming up with the National Plastics Recycling Scheme (NPRS) with financing from the Federal Government and top food and grocery producers to establish the Roadmap to Restart Taskforce.
23 February 2023, supermarket giants announced the return of soft plastics recycling by late 2023, despite the lack of recyclers. This announcement generated 6 x the amount of ‘supermarket’ Twitter mentions compared to 1 Nov 2022.
Source: Pulsar TRENDS. Supermarkets and soft plastic recycling conversations on Twitter.
Although it’s a promising development, announcements like these are what drive the conversations and force change. This rings true as sustainability advocates push for more substantial action to address soft plastic waste in Australia.
Large organisations are being challenged to rethink how they package their products and how they can be more sustainable, what about the government?
A RED hot go
Minister for Environment and Water, Tanya Plibersek, has been vocal in her response to the soft plastics recycling crisis. Initially, the program's failure was met with calls for urgent action with Ms Plibersek weighing in on the news, saying it was “really concerning” and put the pressure on major supermarkets to come up with an alternative recycling program.
Although it is acknowledged that the government plays a role, it has been made clear the responsibility also lies with manufacturers and packagers.
State and Federal Ministers are actively sharing their opinions and policies online in an effort to make change faster and positively influence their audience. Victorian Premier, Dan Andrews and the Victorian Government are leading the way, banning the selling and supply of single-use plastics in the state.
Commonwealth, State and Territory governments have jointly invested considerable funds into developing local capabilities to recover the challenging recycling stream and have committed to turning around Australia’s lack of progress on its recycling targets, setting new targets for 2025.
Source: Pulsar TRAC. Influential federal and state leaders driving conversations about recycling and soft plastic usage.
Adding another interesting layer of insights on social media from our sister company Pulsar, is that reddit is playing a major role in disseminating sentiment surrounding the REDcycle program. The below chart shows the most recurring keywords grouped by channel. The larger the tile, the more times the topic has appeared in that channel. Conversations involving scientists were notable and finding a solution to plastic pollution was a key narrative.
Trust was also a recurring keyword across all channels, indicating trust needs to be rebuilt. is something that needs to be rebuilt. Australians have begun to lose faith in the recycling industry as there is a lack of transparency into how much actually gets recycled.
The introduction of a new taskforce - the Road to Restart - will work towards rebuilding the public trust in soft plastic recycling. The taskforce also endeavours to ensure supermarkets and the packaging sector will get it right on their own accord.
The way forward
Conversations through online forums show Australians deeply care about sustainability, stating that ‘unless it can be recycled, it shouldn’t be produced.’
Social media platforms are especially fueled by sustainability advocates who need to share a broader awareness of recycling initiatives and earn potential audiences - conversations are widespread and emotions are elevated. Whereas broadcast and print channels are sharing the facts and the need to know information, directing audiences to use the information they have and to search where they can take their soft plastics. In addition to sustainability advocates, everyday Australians are learning how to pivot, seeking out support and ideas from fellow supporters on Twitter and other social media platforms.
If organisations can work together and policymakers can set clear legislative frameworks, it’s possible to implement necessary changes in both manufacturer and consumer behaviour to create a thriving circular plastics economy.
The pause of REDcycle is certainly on its way to being a good thing for the environment.
The circular economy of Australia’s soft plastics recycling system You’ve probably heard of REDcycle by now – the initiative started by a passionate mum, providing Australian’s with the opportunity to recycle their soft plastics. Its operation helped reduce the amount of landfill in Australia and its sudden halt in operation sent the community into a […]
Isentia's parent company Access Intelligence has been recognised as one of Europe’s fastest growing companies in the FT 1000, a yearly ranking by the Financial Times and German data platform Statista. The FT 1000, now in its 7th edition, ranks the 1,000 companies in Europe that have achieved the highest percentage growth in revenues.
Access Intelligence is an AIM-listed tech innovator, delivering high quality SaaS products that address the fundamental business needs of clients in the marketing and communications industries.
‘Understanding audiences has become essential for organisations across industries and geographies: we’re seeing that need grow every day, as more and more of our clients put media insights, reputation and audience intelligence at the center of their strategy,’ said Joanna Arnold, CEO of Access Intelligence.
The group powers the world’s most relevant brands across regions and industries: with over 6,000 clients worldwide, Access Intelligence helps clients like Apple, Coca-Cola, Pfizer, the UK House of Commons, HSBC, Twitter, and the Australian Government understand their audiences and monitor the media landscape.
The evolving Access Intelligence portfolio includes Isentia, the market-leading media monitoring, intelligence and insights solution provider; Pulsar, the audience intelligence and social listening platform; Vuelio, which provides monitoring, insight, engagement and evaluation tools for politics, editorial and social media in one place; and ResponseSource, the network that connects journalists and influencers to the PR and communications industry.
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Blog
FT names Isentia’s parent company one of Europe’s fastest growing companies
Isentia’s parent company Access Intelligence has been recognised as one of Europe’s fastest growing companies in the FT 1000, a yearly ranking by the Financial Times and German data platform Statista. The FT 1000, now in its 7th edition, ranks the 1,000 companies in Europe that have achieved the highest percentage growth in revenues.
“In the future there will be no female leaders, there will just be leaders”
-- Sheryl Sandberg
Our recent partnered research with Women in Media showed there is still significant gender discrimination within the media and a long way to go before parity is reached. Female voices are being excluded in shaping public perception in industries where women lead in employment, such as retail, sport and health. This creates hurdles for female experts and sources, and demonstrates the largest gap between women employment share and media representation.
All organisations have a role to play, with a responsibility to provide equal opportunities and outcomes for men and women.
Through the power of collaboration and raising each other up, it presents an opportunity for women to change the status quo.
Women in the workplace
Women’s voices and women’s participation within the workplace are lacking true representation and the amplification they deserve. Whether it’s in leadership, as a spokesperson or across the news value chain - there’s more that can be done to avoid misrepresentation of an organisation as this sends a conflicting message to their audience.
As the Women in Media research suggests, to avoid underrepresentation, organisations should:
Review and assess their level of representation
Invest in training and development for spokeswomen and
Commit to monitor change.
Workplaces have a responsibility to ensure there is a focus on gender balance through inclusion and diversity as well as provide support and visibility of pathways to leadership roles.
Mapping out the right spokesperson
When choosing a spokesperson, it's the role of an organisation to select someone who is a well suited representative, and be able to provide the best answers for their key audiences. The characteristics of a spokesperson are similar to that of a leader, with competency (37%), confidence (31%), and good communication (26%) being the most important. They also need to speak with authority, with their opinions being trusted, but also an ability to connect with stakeholders and not shy away from empathy, if it’s needed.
Women need to be given the support and authority to be a trusted brand ambassador or spokesperson for the organisation.
At a time when a story hits the media, there is a framework organisations can put into place to ensure success:
Subject: who is the subject of the story and whose perspective does it amplify.
Narrative: what are the stories being told or what stories are being missed. I.e. Consider which stories are written by women/men or feature more women/men, who is telling the story - experts, sources, spokespeople etc.
Opportunity:1. how much opportunity does the spokesperson have to express their opinion, how frequently are they visually represented, what role do they play and how are they portrayed? 2. provide training and development of spokeswomen to contribute to achieving gender equity in the media. And as spokeswomen are called on their leadership and expertise, it will present a fair representation of Australian society.
Women in Media Gender Scorecard
The Women in Media Scorecard explores the visibility of women as authors, participants and subjects of news in Australian media. It identifies core areas in media analytics (bylines, sources, experts) to monitor change over time and positive or negative shifts towards achieving parity for women in Australian media. Isentia analysis included 18,346 reports from Australian press, radio and TV news coverage over a 14-day period, from 18-31 July 2022.
Trajectory to gender parity
Image source: Women in Media report
Some say a woman alone has power; collectively they have impact.
Across all industries and organisations, when it comes to women supporting other women, there is power in the pack.
Women often underestimate the value they can offer, the wisdom and knowledge they can share can benefit and support many women (and men too).
From increasing productivity and enhancing collaboration, to inspiring organisational dedication and boosting confidence, women can be unstoppable when working towards a desired goal, together.
“Women need to get behind other women. Encourage their expertise. Acknowledge their strengths. Champion their success. Amplify their voice.”
Interestingly, our research shows female reporters are 30% more likely to quote female sources than male reporters. This suggests that women do support women, yet women dominated industries are not being represented as such in the media. The highest underrepresentation of female sources tended to be associated with topics/sectors with a high female employment share, for example in retail, sport and health.
This presents an opportunity for organisations to increase women’s representation in leadership positions and boost women’s workforce participation. By doing this, it will encourage women to amplify other women and contribute to achieving gender parity within the workplace.
Men Dominate As Sources, Even In Industries Where Women Lead Employment
Source gender split vs industry employment
Image: Women in Media report Employment data source: ABS ANZSIC division level employment over the year ending August 2022. Some topic groups that operate across multiple ANZSIC divisions have been estimated.
The affinity bias
The media hype plus cultural perceptions might showcase that women don't want to revel in another woman's success. Yet it’s quite the opposite.
Dedicated days like International Women’s Day are a great opportunity to celebrate the achievements of other women beyond the divisions of national, ethnic, cultural, economic or political barriers. But it shouldn't stop there.
Status quo bias and gender blindness are two key areas of bias within organisations. For whatever reason, when we think about a leader or a person with authority, our brains default to think of a male. The ‘think manager, think male’ norms continue to hold women back and contribute to a notable gender gap in self promotion within the workplace.
Women are 33% less likely to promote their performance and only 60% of women actively make people aware of their accomplishments. And this wasn't due to a lack of desire, however it was more likely to attribute their failures to lack of ability. Because women feel the workplace is harder on them, they’re harder on themselves, causing their confidence to take a hit. Yet for women to advance in leadership roles or further their career, self-promotion is a must.
In instances where women are confident and assertive at work, they can be penalised by others and be referred to as bossy. In fact, women are twice as likely to be branded as bossy in the workplace for doing the same behaviours as men.This can often impact their desire to celebrate their achievements and also have a negative impact on how well they are liked by their peers.
Gender equity
Within the media landscape in particular, women reporters are more likely to:
Challenge gender stereotypes
Raise gender inequality issues
Reference legislation or policies that promote gender equality or human rights.
Yet they don’t get seen as experts in their field and get the bylines to showcase this.
The Women in Media research shows only two of the 35 identified topic groups (6%) recorded a greater share of women sources than men. Females are notably under-represented when comparing the share of experts in media reporting with the share of sector employment. The pattern of media underrepresentation in women-dominated industries extends from sources to the share of experts quoted.
With the spotlight on gender equity, now is the time for women to support and amplify other women across all industries.
A call to arms
At Isentia equity, inclusion and diversity is something we are all passionate about and we choose partnerships that help us shine a light on these issues. We value the voice that our women leaders and employees can have within our company and industry and are always looking for opportunities to elevate their voices.
Company CEO Joanna Arnold believes ‘the true value of insights is when it's used to shine a light on societal issues and inspire behaviour that drives change. Our innovation in audience intelligence underpins our purpose to help surface the diverse voices shaping wider societal narratives’ so that they can be better represented in the media and other channels shaping public perception”.
The Women in Media Research highlights that much work remains to provide gender equity and share of voice for women in organisations and through representation in Australian media.
Organisations can play an important role in gender equity by:
Investing in training and development for their spokespeople and instill confidence into their female employees
Constantly review and assess their level of female representation
Ensure the chosen person is an accurate representation of the workplace
Commit to monitoring change and
Build a supportive workplace culture
Moving forward, as more women encourage and support other women, the more will be received in return.
We can continue to support the positive impact organisations have towards female representation and gender parity. We want to improve the barriers and drivers for women representation in organisations across societal, organisational and individual levels.
If you’d like to learn more about The Women in Media Scorecard or discover how Isentia can help your organisation with impactful insights-driven research, get in touch with us today.
References
Women in Media Report, 2022
Isentia's Leadership Index 3: Leading Through Change
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Thought Leadership
Womankind: The Power of the Pack
All organisations have a role to play, with a responsibility to provide equal opportunities and outcomes for men and women.
Through the power of collaboration and raising each other up, it presents an opportunity for women to change the status quo.
