Valley2Valley 2021 Women Leaders' Study Tour Report - "The Experience of Work" A briefing of the experiences, learnings
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Valley2Valley 2021
Women Leaders’
Study Tour Report
“The Experience of Work”
A briefing of the experiences, learnings and
recommendations from the Trans-Tasman Business
Circle Women Leaders’ Study Tour in Newcastle
and the Hunter Valley Region
Valley2Valley Women Leaders’ Study Tour Report 2021 2
CONTENTS
04 Foreword by Tanya Oziel
05 Foreword by Capgemini
06 Introduction
07 “A Vision for the Future Experience of Work:
the View from 2025” by Naomi Simson
08 Purpose & Citizen Experience
12 Inclusive Leadership
16 The Experience of Work Continues to Emerge
20 “Industrial Transformation in the Hunter Valley”
by Sam Martin-Williams & Professor Roy Green
21 What’s Next?
22 Reflections from the Study Tour Delegates
25 Women Leaders’ Study Tour: Agenda
Valley2Valley Women Leaders’ Study Tour Report 2021 3
FOREWORD
TANYA OZIEL
Chief Executive, Trans-Tasman Business Circle
YOU JUST CAN’T HOLD GOOD WOMEN BACK.
After two years in the making, I am delighted beyond words My team at the Trans-Tasman Business Circle is passionate about
that this Valley2Valley Women Leaders’ Study Tour finally happened. building future leaders and creating spaces for people to build
Originally to take place in Silicon Valley in April 2020, with only days lasting partnerships, friendships and relationships. After more
left to go our US-based hosts started pulling out and we postponed to than a year of uncertainty, when the circles in which we live shrank
October. Seeing a continuing deterioration in the pandemic situation, we as never before, this work has never felt more important.
came up with the idea of localising the tour instead.
I would sincerely like to thank the Lord Mayor - City of Newcastle
We had been watching the Hunter region’s growth for some Nuatali Nelmes and Business Hunter for your hospitality. Thank
time and knew it had developed a reputation as a centre for you to all of the teams and places we visited and our guest
innovation thanks to local business leaders Sam Martin-Williams, speakers from: AGL, Ampcontrol, City of Newcastle, Committee
Professor Roy Green, and the NSW Government Strategy for the for the Hunter, Dantia, The Melt, Newcastle Airport and
Hunter and Newcastle. Astra Aerolab, nib Group, Service NSW, Port of Newcastle
and the University of Newcastle. To our presenters from Silicon
The synergy of bringing together Silicon Valley and the Hunter Valley – Capgemini, Workboard, Zoom, Salesforce, Facebook,
Valley wasn’t lost on us either. We threw our technology partner Accenture, IBM, Cisco, Taleka and FireEye your support is much
Zoom the challenge of bringing this to life and they rose to it. A world appreciated.
first for them and the Circle.
On behalf of the Circle, I cannot thank enough our sponsor
We built a new program, were thwarted again due to widespread Capgemini, our technology partner Zoom and our inspiring and
flooding but we kept on going. With the finish line in sight, we were insightful leader Naomi Simson. To our delegates, thank you
devastated when another Melbourne lockdown claimed some of for staying the course with us, and helping make sense of the
our delegates, but we dusted ourselves off and kept pressing ahead. experiences, insights and learnings we shared.
I am so proud of the resilience of all concerned and the energy of this You are amazing. You inspire us every day and I cannot wait to see
group which was clearly meant to be together. When Pip Marlow led the you shape the future experience of work.
Silicon Valley Study Tour in 2019, all were hungry to learn. By contrast,
the Valley2Valley group had spent the past year in uncharted territory.
Having them come together and share their experiences was very
powerful as well as an incredible bonding experience.
Valley2Valley Women Leaders’ Study Tour Report 2021 4
FOREWORD
Capgemini is honoured to partner with the Trans-Tasman Business
Circle for the second year on the Women Leaders’ Study Tour series.
The theme for this year’s tour “The Experience of Work” is important
and timely to investigate, as we all grapple with how to accelerate
towards our new normal. It is a priority to keep our people engaged and
inspired to create new and exciting futures for us all. Experience is at
the fore for everyone working in these times, and – during and post-
COVID – never has the employee been more in control of driving and
defining their own experiences of work. For the organisation and its
leaders, there exists a massive opportunity to innovate, empower and
enable these new working experiences.
At Capgemini, our Purpose is to “Unleash Human Energy through
Technology for an Inclusive and Sustainable Future”. We saw our
Purpose play out through the Study Tour, both in the group of incredible
women leaders navigating the hybrid format, as well as in the outcomes
of the Study Tour and the key themes emerging for further action.
We believe it is critically important to support and uplift women in
leadership, enabling their impact, bringing unique and sage perspectives,
and creating a more inclusive and equitable future working experience
for us all. And thus, we are incredibly proud to partner with the Trans-
Tasman Business Circle to publish and amplify the impact of the 2021
Women Leaders’ group, through this report.
NICOLE ALLEY SUSAN BEESTON
Senior Director, Managing Director,
Energy & Utilities Capgemini
Capgemini Invent AUNZ
KATHRYN BAULCH LYSANDRA SCHMUTTER
Collaboration Design & Vice President,
Strategic Visualisation Federal Government
Capgemini ASE Capgemini
Valley2Valley Women Leaders’ Study Tour Report 2021 5
INTRODUCTION
We could not have chosen a more apt theme in ‘The Experience
of Work’. The pandemic has impacted us all, changing how we live
and how we work. It has been a driving force that has accelerated
new ways of thinking. Over the course of a week, hearing from
organisations globally and locally, we heard consistent messages
and found three key themes emerge. These themes were present in
organisations that were not only surviving but thriving in our new
normal.
• PURPOSE & CITIZEN EXPERIENCE
• INCLUSIVE LEADERSHIP
• THE EXPERIENCE OF WORK CONTINUES TO EMERGE
We explore and delve into these themes in our report, summarising
our learnings and why each theme is important. For these themes we
have also provided recommendations as to what leaders – whether
business, government, or us individually – can adopt to succeed. These
recommendations guide our actions towards improving each person’s
experience of work in Australia.
Let’s be purpose driven. Let’s make authentic leadership the
norm in Australia. Let’s embrace changes to how we connect
and harness the innovation of our people and communities.
Let’s fully embed hybrid working models in organisations to
make the experience of work inclusive for all Australians.
Nuatali Nelmes Professor Roy Green Sam Martin-Williams
with Naomi Simson
Valley2Valley Women Leaders’ Study Tour Report 2021 6
A VISION FOR THE FUTURE EXPERIENCE
OF WORK: THE VIEW FROM 2025
NAOMI SIMSON PURPOSE & CITIZEN EXPERIENCE
Founder RedBalloon We live in an Australia where the citizen experience is inclusive, not just for those employed, but we understand
Co-Founder Big Red Group that people will contribute in different ways. People have choice and can participate how they want to and are
What will be the powerful in so doing, which makes our nation better. Purposeful work leads to a sense of accomplishment and
experience of work in 2025? pride, altering the experience of life.
Our work has become seamless, INCLUSIVE LEADERSHIP
inclusive and purposeful. Technology
provides the infrastructure, access, Our leaders are role models across the generations. We have a long-term plan that looks out 50 to 100 years
and security to thrive; but intentional and is an evolution. This brings together all levels of government, business, education, and community. As
leadership has transformed the why, leaders we say “I hear you, I’ve got that, let me show you where that fits for the greater good”. We do not have
where and how people contribute. all the answers but seek to understand. Vulnerability is not a weakness; it is a strength to acknowledge our
Work has evolved to contribution. imperfections. Our leaders live by a clear set of values which unite our people. Transparency and authenticity in
All abilities have a place; geography enterprises are lived with true intent, with actions speaking louder than words. We remain deeply curious.
and location no longer a limitation to
people’s participation. THE EXPERIENCE OF WORK CONTINUES TO EMERGE
Team members do their best Whether we are location-based, front-line, transient, or home-based, we all create what work looks like. We
work through being challenged to work in a way that connects to others. We know that community, conversation, collaboration and culture
greatness, through a clear sense of will determine the experience work. Enterprises and Institutions take responsibility for providing skills and
purpose, and understanding for the technology to re-skill, re-tool, and re-ignite people. We continually learn, are agile and adaptable. We do not
greater good. fear what’s next, but we do check for unseen bias. People are safe to do their best work.
We are one Australia, we know that
our innovation, ideas and invention
are sought after globally. We focus
on the health of the planet and it’s So Australia, let’s remain deeply curious, let’s have tough conversations
inhabitants. We become role models and let’s set a plan we can execute transparently.
to others. Valley2Valley Women Leaders’ Study Tour Report 2021 7
PURPOSE
& CITIZEN EXPERIENCE
WHAT DID WE LEARN? WHY IS IT IMPORTANT?
When the pandemic first began impacting our work environments in early 2020, Ultimately purpose is what will attract and win the
organisations reacted quickly, accelerating plans that for many were already hearts and minds of highly talented people. Tapping
underway. We saw a pivot to leveraging technology and flexible working into people’s ambition and inherent motivation is key
arrangements to enable team members to work from home. Since then, as our new to creating engaged teams.
normal has evolved, we’ve seen a partial return to the office, and the emergence of
hybrid work models. Talent is required for innovation. With the war for
talent on, organisations that are agile and pivot with
Employees now have a new agenda and new expectations. People have embraced refreshed HR policies, and flexible work arrangements
flexible work arrangements and clearly don’t want to return to the way things were. will win a disproportionate share of talent.
Flexibility is a key element to employees feeling connected, according to Zoom’s 2020
Australian Connectivity Index, which quantifies connections at work. The report Many organisations now recognise a clear linkage
states that hybrid workers were nearly twice as likely to feel technology has helped between EX and CX. According to Salesforce, “89% of
their work life balance. However, only “55% of respondents say their organisations revenue growth leaders say that improved EX leads
are properly set up for communication in the post-COVID world”. directly to improved CX” and “76% of revenue growth
leaders rank EX as a top priority in the next 3 years.”
We learnt that people do their best work when they feel safe and understand the It is not technology that creates disruption, it is a bad
impact of what they do; their impact on customers. Successful leaders will understand customer experience. Organisations that want to
the linkage between employee experience (EX) and customer experience (CX) and will flourish in the new normal, need to prioritise employee
rethink traditional leadership models and styles. Importantly, successful leaders will experience.
recognise that not only have employee expectations changed, but so have customers’
expectations. Customers expect more, and the choice is theirs. Customer experience is Employee experience can mean many things. It can
the new bar and organisations that thrive will sell how their customers want to buy. mean “I feel safe, I feel valued, I feel heard”. It can also
mean “I feel supported to be innovative, to create, to
With more opportunities offering work anywhere, anytime, the landscape has imagine and take risks”. There is no one size fits all
significantly shifted. Life is too short to do work that does not matter. People have approach. Employees are individuals with unique needs
choices about how to spend their time and where to direct their talents. People are and preferences for how they choose to engage in the
aligning themselves with organisations that have purpose, that mirror their own work environment.
values, where they can take pride in their efforts and feel a sense of accomplishment.
People are seeking organisations that actively support flexible work, balancing
working from home with office-based work. Valley2Valley Women Leaders’ Study Tour Report 2021 8
LEARNING FROM: PORT OF NEWCASTLE
The Port of Newcastle
team bring their values
of community, wellbeing,
integrity and curiosity to
life in all interactions across
the organisation. As the
Port transitions over the
coming years to create a safe,
sustainable, environmentally
and socially responsible
future, the challenges for a
traditionally male dominated
industry to transition to
a diverse and inclusive
workforce have never been
more important. Gabriella
Sainsbury, Corporate and
Commercial Lawyer led a
panel discussion with their
female leadership team
Jennifer Anderson, Senior
Manager Planning and
Environment, Wendy West,
Infrastructure Engineer,
and Gabrielle Redmond,
People and Culture Manger.
The discussion explored
the courage required to
drive cultural change, the
importance of investing in
people, and the ‘multiplier
effect’ where focus on team
and mutual value leads to
success.
Valley2Valley Women Leaders’ Study Tour Report 2021 9
LEARNING FROM: SALESFORCE Pip Marlow, Salesforce
CEO, ANZ & ASEAN,
shared learnings from
Salesforce ANZ’s return
to work; understanding
why employees come into
the office and how these
needs continue to change.
Thursday is the busiest
time in the office and it’s
primarily about connection.
The new office fit out for
the Salesforce tower in
Circular Quay has been
completely reimagined.
Linda Aiello, Salesforce
EVP Employee Success and
Tiffani Bova, Global Growth
Evangelist, carried on these
themes, bringing global
perspectives. Salesforce
has over 20 offices open
today and has introduced
flexible ‘FLEX’ working (1-3
days per week in an office),
plus full-time remote or
work from office (WFO).
Happy employees who have
a choice are more willing
to go the extra mile. Tiffani
shared the importance of
EX and how organisations
who get both EX and CX
right have 1.8x higher
growth rates.
Valley2Valley Women Leaders’ Study Tour Report 2021 10PURPOSE & CITIZEN EXPERIENCE
OUR RECOMMENDATIONS
Figuring out how to optimise new hybrid ways of working is not easy but a must.
Give Employees Flexibility and Choice Focus on EX because CX=EX Focus on Purpose
1. Create initiatives and pathways to give 1. Tailor the employee experience to adapt 1. Keep the lines of communication
employees a voice and listen to their to a hybrid operating model. Leverage flowing. Check in with team members
needs. With employee wellbeing front technology to support hybrid work models. individually, and ensure employees relate
and centre, leaders need to expand Install a robust digital infrastructure to to the vision, and understand their role
the conversation to be a two-way accelerate seamless digital working. in contributing to the goal.
dialogue. Surveys are just one lever.
Imagine platforms, forums and inclusive 2. Create safe environments for innovative 2. Above all else – be clear on purpose.
opportunities for teams to participate, to ideas to be incubated, nurtured, and As business, government, as individual
create and innovate. protected through growth – giving leaders, understand, communicate, and
employees space and freedom to bring live your values. Know what you stand
2. Continue revisiting flexible working new ideas to life. for, why you’re here, and your role in and
arrangements with thought to how to impact on society.
make employees feel connected. Ask “is
our culture doing what it can to foster
connections? Do we have a culture of
trust?” Think more holistically about
people’s experience at work.
Valley2Valley Women Leaders’ Study Tour Report 2021 11INCLUSIVE
LEADERSHIP
WHAT DID WE LEARN? WHY IS IT IMPORTANT?
People have more choice than ever before about where and when they invest Authentic, transparent leaders who acknowledge
their talents. For employers, this means the relationship, and alignment of values their imperfections and show vulnerability will be
between employees and leaders takes on greater importance. Successful leaders seen as role models. Those with the courage to
will understand this and seek to form inclusive, authentic relationships with drive inclusive cultures will win a disproportionate
their team. Leaders will embrace all team members as individuals, with individual share of the talent and prosper in tough but also
preferences and needs. Giving employees choice on how and where they work good times. Inclusion of diversity in organisations is
will mean some people will seek high personal engagement and collaboration critical to generate innovation and critical to keep
in an office space, while others will be happier and productive working from people engaged.
home. Leaders will adapt to each, tuning into their team members, recognising,
and understanding how to keep all members feeling safe, valued, trusted, and With change accelerating, traditional operating and
engaged. Leaders will shift to measuring productivity in terms of outcomes, and business models need to be challenged. According
recognise when to be vulnerable and compassionate, and when to challenge. to McKinsey, “only 11% of companies think their
current business model will be economically viable
In this new landscape, leaders must consciously examine and challenge traditional in 2 years’ time.” Most recognise they need to build
operating models that no longer deliver on the changes in EX and CX required for new digital businesses to remain viable. Employee
growth. How work got done, measured, and reported against may no longer be and customer expectations have changed, and
valid. The experience of work is now far more than activity and output for people. organisations need to explore leveraging digital
People want to be measured for their contribution to outcomes. channels in order to succeed. Transparency,
inclusion, and trust are critical for growth.
In addition to operating models, legacy attitudes, systems, and legislation must
be challenged. We must ask ‘how do we adjust democracy to be more agile, and Collaboration across Industry, Government,
inclusive’? The Hunter region provides a case study of the ‘triple helix’ model in and Universities can positively impact the local
play, with leaders from Industry, Government and Universities collaborating and community and drive innovation for the betterment
working in unison, to nurture innovative ideas, giving them a framework to grow of all Australians. The region focus we saw
and investment to thrive. With a shifting landscape we see innovation will demonstrated that with a cluster of skills, ingenuity
also be shaped by community and environment. People will ask how and technology, we can generate transferable skills
investments ‘give back’ to community and if developments are and positive outcomes for people.
sustainable and contribute to environmental good.
Valley2Valley Women Leaders’ Study Tour Report 2021 12LEARNING FROM: NEWCASTLE AIRPORT
There’s a bold vision for
the Newcastle and Hunter
region and the Airport has
an important role to play
in transporting visitors
into the area but also as an
international airport, offering
the region and surrounding
areas an alternative to Sydney.
Newcastle Airport’s purpose
is clear – to be the airport the
region deserves. Dr Peter Cock,
CEO, Newcastle Airport shared
how he and his team navigated
the pandemic demonstrating
a values led approach. While
many talk about values, Dr
Cock demonstrates how
vulnerability in the right
moments can unite a team
and keep people engaged.
Through honest conversations
and trying to understand what
people need, the leadership
team live the values. According
to Board Director and Chair
of the People & Culture
Committee, Sam Martin-
Williams, the recipe to success
at Newcastle Airport is
people at the centre, a focus
on keeping and developing
talent, and behaviours that are
consistent with their values.
Valley2Valley Women Leaders’ Study Tour Report 2021 13LEARNING FROM: CAPGEMINI & WORKBOARD
Silicon Valley has much to offer.
Capgemini’s Applied Innovation
Exchange partners with hundreds
of start-ups each year such as
Workboard to leverage the
ecosystem on different topics.
Deidre Paknad, CEO Workboard
shared her view on the experience
of work and what that means for
the future of leadership. According
to Deidre, “bold vision is achieved
by inspired, ambitious thinking,
high urgency, and sharp focus”. The
biggest change for leaders in the
new normal is the pace of change
itself. In March 2020, organisations
made a digital transition in 4 weeks
that was previously believed would
take years, showing that the slow
rate of change was often self-
imposed. To leverage this pace,
leaders need to frame this change
and disruption as growth drivers
rather than risks. We need to evolve
to a new management model that
focusses on aligning to outcomes
across the organisation, measures
progress weekly, and fosters
learning and iteration. Lateral
alignment across leadership is a
superpower in new business models
with each member of the team
having clarity on purpose and how
they each contribute to it.
Valley2Valley Women Leaders’ Study Tour Report 2021 14INCLUSIVE LEADERSHIP
OUR RECOMMENDATIONS
As stated by Naomi Simson, “Leadership does not happen by accident”.
Leaders of the future need a new focus.
Practice Inclusive Leadership Embrace New Management Models Collaborate Across the Triple
Helix for Greater Community Impact
1. Define what constitutes ‘authentic’ 1. Challenge traditional operating and
leadership: encouraging autonomy, business models. Revisit how we 1. Drive legislation changes and
empathy, and transparency. Make recognise and reward employees. new structures, that align with
personal, authentic connections Shift mindset and focus from outputs national values and are continuous
with team members while they and roles to outcomes and skills. over multiple terms and layers of
work remotely. Give all types of government.
workers an equal voice and equal 2. Align laterally and communicate the
opportunity. strategy, vision, and values to all team 2. Enhance the collaboration of
members. Aim for great, not good, Industry, Government, and
2. Intentionally drive diversity within and empower teams to take risks. Universities to create a long term,
teams. Create frameworks to sustainable plan to support, nurture
protect, and nurture innovative and grow Australian innovation.
ideas. Harness our assets and resources to
retain and grow our rich local ideas.
Valley2Valley Women Leaders’ Study Tour Report 2021 15THE EXPERIENCE OF WORK
CONTINUES TO EMERGE
WHAT DID WE LEARN? WHY IS IT IMPORTANT?
Work is no longer somewhere we go; it is something we do. The The concept of workspaces is key to making hybrid work
purpose of workplaces is changing, from traditional models where models successful. This is a core ingredient to building
it was only about completing work to a space where people connect environments that enhance the employee experience and
and contribute with purpose. The hybrid workspace offers people an strengthen connection, creating a differential experience
opportunity to connect, collaborate, have meaningful conversation, from time spent working from home. New spaces will create
build and immerse in the culture of the organisation and find a environments designed for innovation and fostering new
sense of community. How organisations address the provision of ideas. Each element is necessary for organisations to adapt
spaces for these elements to come together will determine the and succeed in a rapidly changing environment.
success of individual leaders as well as the organisations for whom
they work. With talent untethered from work location, organisations
can now leverage traditionally underutilised talent, skills,
The skills needed for the new normal will continue to evolve. A and expertise from new talent pools, and new geographies.
changing landscape opens new opportunities to tap into what With high competition for skills and talent, tapping into
have been relatively untapped skills and talent in the market. “One new talent pools can help organisations innovate, compete,
in twenty individuals are neurodivergent” according to Belinda and grow. Retraining to pivot and adapt is highly relevant
Sheehan from IBM. Inclusive leaders will intentionally drive and in regions such as the Hunter, as traditional industries are
harness the power of diversity, including neurodiversity, to create reimagined for more sustainable investments.
innovative, high performing teams. Organisations will evaluate how
to re-skill, and re-tool people, for example in “new collar” jobs. AI has become embedded in our daily lives, from social
media to our financial and healthcare services. Left
In this new normal, it is important for leaders and people to unchecked, AI can introduce unseen bias in the choices
be mindful of and continually check on unseen, conscious and it recommends for us. Bias can manifest in many forms,
unconscious bias in our language, processes and embedded from gender bias in recruitment software, to unethical use
in technology. As our world becomes more automated, with of personal data. It is critical organisations intentionally
algorithms anticipating our choices, we need to ensure we scrutinise AI to align with company values, and customer and
intentionally examine and challenge for bias. employee expectations.
Valley2Valley Women Leaders’ Study Tour Report 2021 16LEARNING FROM: THE MELT The Melt is an innovation
accelerator, created by
dynamic entrepreneur
Trent Bagnall in 2018.
It provides an incubator
facility for manufacturing
and engineering start-ups
in the Lake Macquarie and
Newcastle region. Australia’s
manufacturing sector is
in decline, providing new
transformations in a fourth
industrial revolution (Industry
4.0) encompassing robotics,
automation, big data and
analytics, 3D printing and
artificial intelligence. The
Melt provides investment,
prototyping lab and
engineering support, expert
mentorship, direct access to
strategic partners and a local
and global network to start-
ups. Australia has a rich source
of talent, but new innovations
need support. New ideas and
concepts need space including
co-working spaces for
prototypes to be developed,
and for business models and
channels to be identified.
Start-ups and small business
need to create cultures and
environments that attract
human capital and investment
capital will follow, not the
reverse.
Valley2Valley Women Leaders’ Study Tour Report 2021 17LEARNING FROM: ZOOM
Garry Sorrentino, Deputy
Group CIO at Zoom confirmed
that work is no longer a place,
it is a space. People connection
and engagement is still key and
Zoom supports this. Businesses
need to adapt to productively
use talent in whatever space is
work and when and wherever
that might be. The benefits
of a hybrid workforce go both
ways for the workforce and
the organisation. To prepare
for a hybrid workforce, leaders
need to build connections
and optimise productivity of
‘anywhere workers’ and adjust
their mindset to recognise
that a workplace itself is
everywhere. Businesses
need to re-imagine how to
engage with all stakeholders
supporting security and
privacy so that services,
product consumption and
collaboration can occur
with confidence. Safety is
needed to support employee
trust, safeguard personal
information and preserve
data security. Technology is
evolving to support a hybrid
workforce. To retain top
talent businesses will need to
embrace digital connections.
Valley2Valley Women Leaders’ Study Tour Report 2021 18THE EXPERIENCE OF WORK
CONTINUES TO EMERGE
OUR RECOMMENDATIONS
Work is no longer a place, it’s a space.
Create Workspaces That Foster Think about Skills Not Roles Check For and Remove Bias
Connection
1. Rethink HR policies to enable 1. Provide technology and tools to
1. Redesign organisational real-estate ‘deliver from anywhere’, thinking embrace different thinking and types
to address the needs of a hybrid about skills needed and not roles. of problem solving. Check for bias in
workforce. Think about co-working our technology solutions. Ask “how
spaces where collaboration and 2. Continue revisiting the sourcing can we make procurement processes
innovation can occur, replacing model and recruitment strategies more inclusive?”
traditional offices with creative, for a ‘work anywhere’ world.
interactive spaces. Invest in spaces Think about uncovering the talent 2. Make all language inclusive. Training
that create cultures of trust. we can’t see, by thinking laterally. and education are needed for
children in classrooms through to
leaders in boardrooms and everyone
in between.
Valley2Valley Women Leaders’ Study Tour Report 2021 19INDUSTRIAL
TRANSFORMATION IN THE
HUNTER VALLEY
SAM PROFESSOR
MARTIN-WILLIAMS ROY GREEN
Non-Executive Director Non-Executive Director
NEWCASTLE AND THE HUNTER VALLEY REGION HAVE BEEN HERE BEFORE.
In 1999 the BHP steel blast furnace was closed with massive job loss. This
signified the transition of large scale vertically integrated mass production
industries in Australia to smaller more specialised businesses targeted at
global markets and value chains. Newcastle managed this transition with
much needed investment in new technologies and skills, as well as a healthy
dose of community resilience.
Now it faces an even bigger challenge as Australia’s largest source of thermal
coal and home to the world’s biggest coal export port. Like the rest of
Australia, faced with declining world demand for coal, the Hunter requires
a far-sighted strategy for diversification and growth which will prepare the
region for the jobs and industries of the future.
We can’t just import a model from somewhere else, let alone Silicon Valley,
but we can adopt an equally creative mindset. This means grasping the
opportunity of industrial transformation, based on the Hunter’s competitive
capabilities in high value manufacturing, health, agrifood, defence and
renewable technologies, anchored by a world-class regional university.
What the V2V tour has highlighted are the skills for collaboration and
inclusive leadership that can mobilise the talent and enthusiasm for change. Valley2Valley Women Leaders’ Study Tour Report 2021 20WHAT’S NEXT?
LET’S MAKE THE EXPERIENCE OF WORK Underpinning our ambition
INCLUSIVE FOR ALL AUSTRALIANS to unleash and amplify our impact, we are taking
action and we invite you to join us. We will take
these three themes forward in three ways:
This Women Leaders’ Study Tour connected our group of
>30 leaders, united by a shared desire to explore and study the ‘The
Experience of Work’. Together we observed the experience of work 1. We will personally apply the recommendations
is rapidly evolving, and transformational change must continue. in our own roles;
The status quo carries substantive risk and we need to think about 2. We will discuss the three recommendations
the legacy we leave for the next generation. We know the statistics within our own organisation/s with the view to
are poor for women in leadership: According to the Australian
applying them and transforming the experience
Government Workplace Gender Equality Agency (W GEA), women
hold only 14.6% of chair positions, 28.1% of directorships, of work for our many colleagues; and
represent only 18.3% of CEOs and 32.5% of key management roles.
And yet, we also know that a more diverse and inclusive workforce 3. We will use our own public and leadership
– especially in leadership – has a positive impact on overall platforms to extend our insights into our
organisational culture and success. networks with the view to influencing broader
understanding and change.
Never has the inclusion of diversity been more important. It’s up to
all of us – industry leaders, government bodies, academia – to have
courageous conversations. We need to challenge the status quo,
and consciously inspect and eradicate bias language, starting in our
homes, with our children. We want to inspire the next generation of
women to unleash their full potential.
Join the conversation:
#valley2valley
We are united by a desire to advance women and ensure our place
in the development and shaping of an improved experience of work #futuretechwomenausnz
for all. We commit to showcasing emerging and established female
leaders. We will share stories and learnings aimed at provoking
thought and changing culture. We will amplify our learnings through
our collective networks.
Valley2Valley Women Leaders’ Study Tour Report 2021 21REFLECTIONS FROM THE
STUDY TOUR DELEGATES
Nicole Alley Jasmine Antonious Kathryn Baulch Amy Christopher
Senior Director, Energy & Utilities Chief Operations Officer Collaboration Design & Strategic Director, Marketing and Account
Capgemini Kansu Capital Visualisation - Capgemini ASE Development, Asia Pacific and Japan
We experienced a hybrid tour format A leadership mindset has to change It was inspiring to see the themes that This tour showcased courageous leaders
that exceeded expectations. Innovation to embrace an everywhere workforce. emerged in our daily interactive sessions who are pioneering the transformation
happens everywhere, including right here Outcomes should measure performance being practiced in the real by the people of the experience of work - redesigning
in Australia. The way the Hunter region and not activity. To retain talent and leading the businesses, academic workforces to attract a diverse team
is working across business, government, to have a motivated hybrid workforce, institutions and organisations we visited under a new paradigm, where time-
and academia to create a positive intentional and compassionate leadership on our daily excursions. Innovation zone and location become less relevant,
impact on community and shape a new is required to enhance the employee and collaboration are thriving in the and purposeful work and employee
experience of work is inspiring. We have a experience of both in-person and digital region, as is conscious action to move experience become the focus. I’m
big responsibility as leaders to make that connections. To survive, businesses must to more sustainable industry practices forever grateful to have shared this
experience as inclusive as possible for all continually evolve with the future of and develop green energy opportunities. experience with the inspiring and
people. We must be clear on our purpose, work – where, however and whenever Naomi was a sensational facilitator and compassionate female leaders on the
intentional with our language and give that will be. it was a privilege and pleasure to visually tour, each one a teacher, a friend and
employees a voice. capture the richness of the week’s a champion for change in our own
discussions and presentations. backyard.
Valley2Valley Women Leaders’ Study Tour Report 2021 22Cerise Devaux Liz Egginton Jo Gaines Lisa Hunt
Director – Profile & Relationships Head of External Relations AVP - Cloud Sales General Manager, Human Resources
Trans-Tasman Business Circle IBM Australia Limited Salesforce AV Jennings
Recipe for the future of work: 2020 served as a dramatic inflection point. Innovation is evidently thriving in our own Curiosity, innovation and disruption to
Mix identity and potential. Fold in trusted Never before has the world reconfigured its backyard, we just needed to look closer. I’ve reinvent the experience of work, transform
environment, engagement and inclusion, behavior simultaneously - with lockdowns, always believed that Silicon Valley is the workplaces and increase customer and
and let it rise. social distancing and working from home. global epicentre of innovation. Innovation employee engagement. I was inspired by
Sift in culture, skills, support, purpose and Now in 2021, the future of work is upon is about collaboration, positive change, the innovative thinking that is transforming
goals. us. The workplace is no longer about impact, transformation and never has it businesses and Neurodiversity - a rich talent
Bake until personal and professional connecting to the “where” of your job. It’s been more evident that this thrives in the pool if we disrupt current thinking.
outcome is achieved. about connecting to the “why” of your Hunter region. From strides forward at the
job. A shared purpose and compassionate Port of Newcastle, to venture funding at
leadership is critical to galvanise a The Melt, with support from Lord Mayor,
workforce now decentralized. Exploring Nuatali Nelmes, innovation is alive and well
these shifts with other women in leadership, in this region. By adopting an innovation
as part of the 2021 V2V Future Work mindset, we all make ourselves and our
delegation, was incredibly powerful and organisations new again.
deeply meaningful.
Tracey Kingston Janice Law Wendy Lenton Helen Mackay
Managing Director General Manager Executive Coach & Advisor Head of Sales & Marketing
Taleka Asia Pacific Pty Ltd Services Australia Wendy Lenton Executive Enlighten Operational Excellence
‘Life is too short to do work that doesn’t What an unforgettable week with amazing Wise, compassionate leadership will My biggest Aha moment is the future of
matter’. Technology can be the enabler opportunities to learn from the experiences distinguish business success. There has work requires compassionate leadership and
however having an inclusive and diverse of our study tour women leaders. There isn’t a never been a more critical opportunity to a focus on the space rather than the place.
workforce that believes in a higher purpose more critical time to focus on the importance cultivate empathy and inclusion within As leaders, we need to maintain an engaged
is what drives innovation. The passion, of diversity and inclusivity, and how we, as leadership in the world than now. The workforce and ensure our people have
thirst to question the status quo and desire leaders, can pay that forward in enhancing experience of work has fundamentally flexibility in their working life. Yet clear
to make a difference that I felt within this and shaping our future of work. changed, and leaders who have intention visibility and transparency over outcomes
group was awe-inspiring. to understand how others see and feel, will is a vital part of this. Finally, the sheer
fulfill their potential and, those around enthusiasm and pride of the Hunter Valley
them for the greater good. and Newcastle community to rally together
to grow the region was outstanding.
Valley2Valley Women Leaders’ Study Tour Report 2021 23Kathleen Mackay Jacqui Nelson Marianne Perkovic Kate Roffey
Chief Digital Officer CEO Non-Executive Director, Director - Deals, Investment & Major
Revenue NSW DekkoSekure Commonwealth Private, CBA Projects - Wyndham City
The study tour helped me see the Intentional leadership and the power of A showcase of innovative, insightful and While we will always be chasing the
big picture. I’m optimistic about how building a strong and inclusive culture courageous leaders shaping the future of future because tomorrow never comes,
technology can improve the lives of our can reset organisations and provide safe work by using or creating technology to having the opportunity to share innovative
community. However, as a nation, Australia work spaces for people to grow and bring empower their people to choose or embrace insights and courageous changes to
needs to step up to fully embrace the their best work. The sharing, learning and flexibility in the workplace to deliver better pre-conceived ideas showed we are
opportunities technology can bring in friendships from our Valley2Valley tour will employee and customer experiences, that already thinking well beyond today. From
terms of economic gain, addressing climate be remembered and treasured. enhance economic outcomes in a more neurodiversity to ethical technology,
change, and managing our data privacy sustainable way. With powerful human compassionate human-centric leadership
and security. Areas to accelerate are digital connections and technology we gained to fishbowls – the ideas we explored as
literacy and scaling innovation, potentially knowledge from a beautiful regional part of our V2V discussions gives me great
through partnerships between government, Australian location supporting local confidence a better Future of Work is at
business, and academia. businesses. the forefront of business thinking.
Lysandra Schmutter Naomi Simson Wen Smallwood Vanessa Sulikowski
Vice President, Federal Government Co-Founder Strategic Advisor & Sector Lead for Distinguished Engineer
Capgemini Big Red Group A/NZ Partnership w’ Afiniti - Accenture CISCO
We stand at a pivotal time in our lives, to ‘Future of work’, became ‘experience The future of work is now. With the hybrid The expansive content, thoughts, comments
embrace more choice than ever before. of work’, and we learned that the way workplace well and truly established as and strategies shared both physically
Universities, government, Industry, society we work, contribute and create will be normal practice over the past year, the and virtually really highlighted that the
and environment, all coming together to dependent on the ‘future of leadership’. question is not whether this way of working experience of work has changed and will
shape and drive innovative technologies Transparent, intentional and curious leaders will continue, but rather how quickly continue evolving across all organisations.
and a new future for all. The power of will shape a better world. A shared sense organisations will adapt and create ways The key to success lies with compassionate
people’s choice and the role of the inclusive of vision and a united purpose will bring for their people and the company to thrive. leadership, innovation, a focus on customer
leader has never been more important. community together to be inclusive for all. Companies that shift from traditional and employee experience and requires
Work anywhere, at any time represents KPI driven performance management to transparency, visibility and data.
opportunity for neurodiversity, people with becoming a learning organisation will
disability and uncoupling of geographic capture an unfair share of the talent as
limitations. Our leadership group will create people’s expectations from their employers
that future through relationships, trust and evolve to more purposeful and inclusive
connectedness with fellow leaders. cultures. Valley2Valley Women Leaders’ Study Tour Report 2021 24Dayle Stevens Shelly Thapar Shilpa Uppal Tracey Van Weelde
Technology Leader Director Marketing Chief People & Culture Officer Director
E-Bit Systems Pty Ltd Newcastle Permanent Building Society Van Weelde Holdings
Intentional collaboration, innovation The confidence, passion & determination The Future of Work is now, and we must We must reimagine the hybrid workplace.
and future focused transformation were of the female entrepreneurs & executives embrace leadership methodologies that Our leadership mindset is no longer based
highlights, but it was the “better together” in the group was truly inspiring. It was are both intentional and purpose driven. on a physical space. The workforce is more
approach that was the standout. Business, heartening to see all the businesses we Connecting people to purpose provides flexible with times and location with the
Government and Academia working visited share a common goal of driving a platform for competing in the ‘war for challenge to maintain productivity, culture,
together to learn, share and influence. sustainable growth & transformational talent’ as people have more choice than security and diversity. Work needs real
Businesses leading transformation with development for the Hunter region. they’ve ever had before about where and purpose and to be mission driven! It was
the entire region in mind. A diverse group Innovation & compassionate leadership how they work. encouraging that regional Australia is
of women coming together to learn, and will be the key to success in the post Covid taking on the challenge to innovate, pivot
leaving with a commitment to together be world. and adapt to create a sustainable future.
the role models of the future of work.
Stella Voules Elisabeth Watson Tanya Whiteing Anne Wickham
co-CEO VP, International Delivery CIO Director
JOST & Co Conga George Weston Foods Limited Boxing Clever
Loved my time with this innovative Each successful organisation we visited Life is evolving and so is the future of It’s fashionable to talk about the death
group of women exploring the future of has strong values and vision, and unifies work. All organisations must challenge of the head office and how working
work, with global experiences shared extended leadership around their core their current business models and create remotely is the future. But I’m seeing
by leaders offshore. A hugely valuable beliefs. I was inspired by the volume and new platforms to promote different ways normally competent and calm executives
experience in deepening thought, and quality of work the Hunter Region delivers of working. Despite the advancement being overwhelmed and exhausted. Are
broadening relationships with these toward Big Goals: energy transformation, of technology, the people agenda must companies having honest conversations
strong, inspiring women. The future is technology ethics, diversity and inclusion, remain a core focus of any organisation. about rebalancing client needs, employee
full of opportunities, and I welcomed the and becoming the hub for NSW. Travelling Compassionate leadership is a non- experiences and sustainable business
opportunity to shape it. with 30 exceptional leaders enriched my negotiable! practices? I think there’s a lot to work out
personal growth, with insightful questions yet.
and conversations as table stakes for every
conversation.
Valley2Valley Women Leaders’ Study Tour Report 2021 25WOMEN LEADERS’ STUDY TOUR: AGENDA
DAY 1 Port of Newcastle
The Melt
DAY 2 Zoom
Enlighten OPEX & Mercer Australia
Ampcontrol
Newcastle Airport
DAY 3 IBM
Capgemini & Workboard
Service NSW
University of Newcastle
DAY 4 Salesforce
Accenture
Facebook
AGL
DAY 5 Cisco
Taleka
FireEye
Valley2Valley Women Leaders’ Study Tour Report 2021 26CAPGEMINI TRANS-TASMAN
BUSINESS CIRCLE
Capgemini Australia and New Zealand is a proud partner For over 25 years, the Trans-Tasman Business Circle
of the Trans-Tasman Business Circle. Capgemini is hasbeen the stakeholder engagement platform for
thrilled to have played several roles across the 2021 business and government leaders in Australia, New
Study Tour including Tour sponsor, Tour participant and Zealand and Singapore. The Circle’s objective is to
post-Tour report publisher. Our association with the bring people together, and we do this through over
Women Leaders’ Study Tour aligns with several 150 high level boardroom briefings per year. These
themes of great mutual interest: women in leadership, briefings provide robust discussions and insights for
innovation, diversity and inclusion, ethics and bias, data C-suite executives in the public and private sectors,
and AI, and the future of work. About Capgemini Group: and opportunities for leaders to develop deep
A global leader in consulting, technology services and relationships of trust and collegiality with peers. We
digital transformation, Capgemini is at the forefront are a partner for many business and government
of innovation to address the entire breadth of clients’ organisations in the region and our International Study
opportunities in the evolving world of cloud, digital Tour program introduces organisations from Australia,
and platforms. Building on its strong 50-year heritage New Zealand and Singapore to the innovation centres
and deep industry-specific expertise, Capgemini of Australia, Silicon Valley, Israel and Ireland to
enables organisations to realise their business promote our own expertise and, of course, learn from
ambitions through an array of services from strategy others. The Circle’s Outcomes Reports from each
to operations. Capgemini is driven by the conviction Study Tour are designed to make a major contribution
that the business value of technology comes from and to our thinking and promote global collaboration and
through people. It is a multicultural company of over connectivity. If you are interested in finding out more,
270,000 team members in more than 50 countries. please contact Tanya Oziel, Chief Executive Trans-
The Group reported 2020 global revenues of EUR 15.8 Tasman Business Circle,
billion. Visit us at www.capgemini.com tanya.oziel@buscircle.com or +61 411 545 654
Valley2Valley Women Leaders’ Study Tour Report 2021 27Report design and illustrations by Kathryn Baulch
For further information on this tour or the contents of this report, please contact:
nicole.alley@capgemini.com
lysandra.schmutter@capgemini.com
DISCLAIMER
This report contains general information only.
The views, thoughts, and opinions expressed in this report belong solely to the authors,
and not necessarily to the authors’ employers, organisations, committees or any other group or individual.
None of the authors, or the organisations in which they are employed,
shall be responsible for any loss whatsoever sustained by any person who relies on this report. Valley2Valley Women Leaders’ Study Tour Report 2021 28You can also read
