09 Nov 2017

AIPM announces Diversity and Inclusion initiatives

Diversity, Strategy, UGM Consulting
AIPM announces Diversity and Inclusion initiatives

The Australian Institute of Project Management has reinforced its commitment to diversity and inclusion as a key cog of the Institute’s codes and culture by immediately committing to a number of key initiatives in the space.

The Institute has previously flagged its commitment to Diversity and Inclusion with its Diversity Statement, but it was recognised that both AIPM’s membership and its leadership demographics are currently not sufficiently representative of the multicultural community that makes up Australia and the more broadly Asia Pacific region.

Chair of the Board, AIPM, Mr Leh Simonelli FAIPM CPPD, together with fellow Director Nicole Nader MAIPM CPPD addressed this issue during their presentation at the recent 2017 AIPM National Conference in Melbourne . Mr Simonelli commented “Without question, the concept of diversity and inclusion helps us move away from potential group think and unconscious or indeed conscious bias. We know the best, thinking, debate & outcomes occurs when there is diversity & lack of it simply limits the quality of the conversation.”

As a result, the AIPM embarked on a journey in conjunction with key stakeholders to create a Diversity and Inclusion plan to deliver to our wider membership base. In June this year the Institute hosted a weekend workshop with representatives from our membership base, Chapter Council and  Congress along with AIPM Board and Staff hosted by leading Diversity and Inclusion consultants UGM Consulting. We also asked AIPM members as a part of our Annual Member Satisfaction Survey for their feedback on the topic with questions such as “What will Gender Balance progress look like in AIPM in 2020”.

The results of this work have helped shape some key initiatives, which include:

  • The setting of aspirational targets:
    • By 2020, to have a 30% female representation in our membership base, leadership and office bearer roles
    • Increasing our under 35 year old membership segment to 15% by 2020
  • Hosting corporate roundtables and discussions with our student members
    • It is critical that we work closely together to understand and collaboratively address sectoral similarities and differences
  • Creation of a Project Management Champions of Change
    • We will aim to bring together senior leaders across the profession in both private & public sector agencies to take action to improve gender equality
  • Take the Panel Pledge
    • As an organisation, we have taken The Panel Pledge to ensure there is gender balance in AIPM working groups, panels, forums and other areas
  • Ongoing conversations with our student populations in senior secondary and higher education
  • Setting a requirement for diversity and inclusion to be highlighted in all Project Management Achievement Award submissions

The AIPM is committed to delivering on these goals in conjunction with our members, chapter and board volunteers, staff and supporters around the country to make a tangible difference to the future of our profession.

Mr Simonelli finished the  presentation by saying “Clearly, we have a long way to go but I’m encouraged to know our organisation has a strong plan for the future and, with everyone helping, the will and persistence of vision to achieve it for the benefit of our institute & ultimately the profession.”