Business toolbox
Shelley Simpson , founder and CEO , Mud Australia
The head of the homeware and ceramics brand discusses how flexible hours ,
enthusiasm – and her dog – contribute to a healthy work-life balance for her and her employees . By Aron Lewin
Inside Retail : What is your approach to promoting a healthy work-life balance for yourself , and for Mud Australia ’ s employees ? Shelley Simpson : We offer flexible work hours , which is especially beneficial for the working parents and practising artists in our team . We actively discourage our team from working past contracted hours so people can enjoy their leisure time during the week . Personally , I live between Sydney and the Coal Coast , enjoying a balance of city and beach lifestyles . Molly , my wheaten terrier , comes everywhere with me .
IR : Are you able to share what a typical day might look like ? SS : I always start my day with a dog walk – my calendar has lots of meetings so it ’ s nice to get moving early . Our Marrickville studio includes the office and production teams so I ’ m able to be hands on , working across production and new product development as well as sales , finance and marketing . After 29 years in the business , I still love the satisfaction of seeing a kiln opening and the beautiful combination of products it reveals . I like to bookend my day with another walk or a swim . My partner , James , is the cook in our family and will generally make dinner while I might take some calls later .
IR : How do you keep track of day-to-day , and longer-term , tasks and goals ? SS : As a management team , we have weekly and monthly meetings , regrouping on results , active projects and longer-term goals . This allows us to take the temperature across different areas of the business . Annually , we have a management retreat to consolidate and give focus to our longer-term goals .
IR : How do you ‘ turn off ’ from work ? SS : I ’ m lucky to love my job . From the beginning , it ’ s really been my passion , hobby and business . I find my work creative , enjoyable and invigorating . Having said that , dogs are a great way to switch off . When it ’ s time to head to the park , it ’ s time to end the day . Having a home out of Sydney where I can relax is a great way to change gears . I ’ m at the stage where I know how to draw the line – there ’ s always tomorrow .
Workplace gender equality amendment to drive transparency in closing the pay gap
The federal government Parliament has passed the Workplace Gender Equality Amendment ( Closing the Gender Pay Gap ) Bill 2023 , with the aim of reducing the gender pay gap . The bill requires employers with over 100 workers to publish the gender pay disparity in their workforce .
The federal Minister for Women , Senator Katy Gallagher , said global experience showed that transparency encourages organisations to take action towards closing the gender pay gap in their workplace . She highlighted that , on average , women working full time can expect to earn over 14 per cent less than men , and the gender pay gap is holding the economy back by $ 51.8 billion annually when it comes to women ’ s pay . The bill is also designed to reduce red tape for businesses and make it easier for companies to report gender pay disparities .
Reporting will begin in 2024 , drawing on data employers have already provided , and companies ’ gender pay gaps will be published on the Workplace Gender Equality Agency website . This reform was recommended in the 2021 Review of the Workplace Gender Equality Act 2012 .
The national gender pay gap , on base salary , is currently 13.3 per cent .
Evidence of glass ceiling for ethnic minorities in Australian leadership positions
New research showed that minorities in Australia face a glass ceiling when it comes to leadership roles .
The study – by Mladen Adamovic and Andreas Leibbrandt – involved the submission of over 12,000 job applications in response to more than 4,000 job advertisements , and focused on name and ethnic discrimination during the recruitment process for leadership positions .
The findings showed that applicants with ‘ English ’ names received 26.8 per cent positive responses for leadership roles , while those with ‘ non-English names ’ received 11.3 per cent . For non-leadership roles , the figures were 21.2 and 11.6 per cent , respectively . The researchers also found that discrimination was higher in relation to customer-oriented jobs .
Anonymous job applications and improved recruiter training were among the recommendations for tackling the issue . Recruiters could also consider implementing diversity management and inclusion practices , and developing leadership development programs for employees who are ethnic minorities . �
74 | www . insideretail . com . au May 2023