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Property Male Champions of Change

Reports

The Male Champions of Change (MCC) collaboration aims to achieve a significant and sustainable increase in the representation of women in leadership. Men stepping up beside women on gender diversity and inclusion is at the heart of the MCC strategy. For too long, women alone have led the way when so many men also hold power to support change. 

Our group – the Property Male Champions of Change (PMCC) – comprises 21 senior leaders in the property industry. Carol Schwartz AM is our Convenor. We have two Special Advisers - Carmel Hourigan, Global Head of Real Estate, AMP Capital, and Selina Short, Managing Partner, Real Estate & Construction, EY. 

Consistent with our commitment to transparency and accountability, the below updates and progress reports summarise the actions and progress of the PMCC. 

You can also find our research reports below.

Progress reports

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2017-2018 Progress report

Highlights include:

  • 70% of leadership categories across our organisations achieving balance or progress towards balance over four years
  • In 75% of PMCC organisations, women made up 40% or more of promotions
  • 100% of PMCC organisations have conducted a gender pay gap analysis and taken action or are currently completing a review
  • We released the Closing the Gender Pay Gap Report with sign-on from 122 Male Champions of Change from across the Male Champions of Change Community of Practice. The report set out tools for successfully uncovering and addressing aspects of the gender pay gap and what we have learned about measuring and closing it in our organisations
  • We personally held discussion forums with 210 managers to understand the enablers and roadblocks to managers championing gender diversity initiatives. We subsequently began to develop a shared understanding and a way forward to embed gender diversity throughout our organisation and embed this as business-as-usual approach, in the same way we have on issues like safety and sustainability
  • We surveyed ~2600 people across 18 of our organisations to identify shifts in attitudes and behaviours towards gender diversity and inclusion over the past two years, and areas where our continued focus is required. It found eight in 10 men (79%) and seven in 10 women (70%) in our organisations believe the industry has become more diverse and inclusive over the last two years.

Download our 2017-18 Progress Report

Progress Update February 2018 Progress Update June 2018
Progress Update September 2018 Progress Update November 2018

 

2016-2017 Progress report 

This 2016-17 report, consistent with our commitment to transparency and accountability, summarises the actions and progress of the Property Male Champions of Change in the last 12 months. This builds on work undertaken individually and collectively in previous years.

Highlights include:

  • Leadership on addressing pay equity in our organisations and across the Male Champions of Change community of practice
  • A survey of ~2000 employees on the uptake, perceptions and impact of flexible work and caring in our organisations to inform our targeted action to normalise flexibility and caring for all employees, regardless of gender
  • Innovative initiatives to retain female talent and grow the talent pool in our industry
  • Achievement of a 40:40:20 target for the Property Council of Australia committee nominations and appointments
  • 72% of leadership categories across our organisations achieving balance or progress towards balance

Download our 2016-17 Progress Report

Progress Update February 2017 Progress Update June 2017
Progress Update November 2017  

 

 

2015-2016 Progress report 

The PMCC met four times throughout 2016 to discuss progress and specifically focus on actions taken to elevate the profile of women across the industry, and leverage the power of their supply chain to amplify their impact.  

Progress Update February 2016 Progress Update April 2016
Progress Update August 2016 Progress Update November 2016

 

 

2015 Progress report

The PMCC focus in the first half of the year was on “Listening and Learning,” to inform the group’s plan for action. In November 2015 they agreed to develop a framework for reporting as a group, and this framework will include annual reporting standards as well as standardised internal metrics. 

Progress Update September 2015 Progress Update November 2015

 

 

 

Research reports

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Closing the Gender Pay Gap

Closing the Gender Pay Gap report

Download Closing the Gender Pay Gap 

Grow the Talent Pool (2016)

Download report

Download Grow the Talent Pool (2016)

Grow the Talent Pool (2018)

Download report

Download Grow the Talent Pool (2018)

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