TRAINING FOR MANAGERS
SECURE & SUPPORT FOR SUCCESS SUCCEED
Bespoke training for managers responsible for supporting women navigating their first 5 years of a career within male-dominated industries
EARLY SUPPORT & SKILLS TO THRIVE
- Women in the first 5 years of their career within male-dominated environments are at a unique stage of their professional life, and subsequently have distinct needs when it comes to support and opportunities for growth.
- Already required to navigate pressurised working landscapes as often one of the newest, youngest and most inexperienced members, being a woman in an environment with a disproportionate number of men can add an additional layer of complexity.
- With the Australian HR Institute āTurnover and Retention Research Reportā (August, 2018) finding that the job position with the highest level of turnover was the Entry/Junior/Graduate level at 40.6%, this stage represents an opportunity for employers to focus on engagement to retain women and facilitate better gender balance across the business.
The following overview outlines bespoke āSecure & Support for Successā Management Training developed in line with the content taught in Trellis' First Five program. Both have been designed to complement existing policies and initiatives within organisations, in order to support, up-skill and empower young women working in male-dominated industries to participate fully in their role, team and wider organisation.
Empowering, Supporting & Up-skilling Early Career Women
ABOUT THE TRAINING
PROGRAM OVERVIEW
Managers are provided a unique opportunity to play a pivotal role in the support and development of Early Career Women within their team. However, they also hold the responsibility of doing so in a manner that takes into consideration the influencing factors affecting their ability to engage, participate and bring their full selves to work. Working closely with course facilitator Tanya Andrews, participants develop an implementation plan incorporating six key pillars that underpin success when increasing the participation, and retention, of ECW: Safety, Certainty, Self-worth / Value, Connection, Belonging and Trajectory.
WHO IS IT FOR?
Any individual who directly or indirectly has the responsibility of managing (and/or the professional development of) early career women during the first 5 years of their employment within a āmale-dominatedā environment. This may include Line Managers, Site Supervisors, Team Leaders, HR / L&D Managers or other relevant colleagues.
OUTCOMES
- Build an understanding of the role gender stereotypes, bias, and norms play within the workplace and how they impact the participation of ECW.
- Strengthen communication and contextualisation skills relevant to the generation of women joining your organisation, reduce confusion & increase output.
- Learn strategies to foster supportive culture, language, consideration and inclusion of ECW within an environment in which they are the minority
"Supporting early career women requires a holistic approach across policy, culture, management and individuals. As such, the first five management training is exclusively available to organisations who have had, currently have, or intend to enrol women in the first five coaching program."
"I love how in each session we learnt a new dimension of our experience. Tanya and the guests really demonstrated genuine leadership and helped us debunk the barriers and the opportunities. They also created a safe space for the younger women to voice their struggles. The program not only boosts my confidence but also reshapes my leadership style ('wear kindness as your armour') and connects me with some wonderful young women."
Graduate Metallurgical Engineer Mining / Resources
"This program is curated to understand and tackle confidence, communication and gender inequality issues not just at an organisational level, but at an individual level. The outputs of the program could be extended to leadership exercises as well. Thus, it serves as employee growth opportunity which is eventually a company growth opportunity."
- Consultant Rail Infrastructure
"The program has definitely improved my confidence in my own abilities and therefore makes me more open to trying new things professionally. It's also given me a lot of tools to use (types of motivation, ways to deal with imposter syndrome, preparing for meetings, etc) which I can see helping me in the future."
- Graduate Engineer Water &. Utilities
"The thing I appreciate about the content is that it doesnāt ātip-toeā around the real hurdles woman face in this industry. I know it can be uncomfortable to admit and discuss, however it is the reality of the industry and what young woman face in their first 5 years. If we want to retain young talent we need to provide them with exactly this type of early support"
- Project engineer, construction
TRAINING CONTENT
How much do you understand about your early career staff?
Participants uncover and reflect on their existing perceptions of early career staff (of all genders), exploring potential knowledge gaps, biases, and assumptions about the needs, motivations, and challenges faced by early career professionals.
Challenges shaping the behaviour and motivations of early career staff
Here we delve into the factors shaping the behaviour of early career staff (of all genders), including their age, inexperience, and adaptation to the professional world, particularly in a post-COVID, often disconnected landscape. Participants will explore how these elements influence communication styles, expectations, and workplace dynamics.
Generational Differences
This training module explores the key differences between Generations X, Millennials, and Z in the workplace, focusing on their values, communication styles, and work preferences. Participants will learn how to leverage these generational insights to better understand, support, and nurture early career talent, fostering collaboration, innovation, and a cohesive team environment across age groups.
Added complexities for early career women.
Finally we dive into the compounded challenges faced by early career women who are minorities in male-dominated fields. It examines how multi-faceted vulnerabilities impact their workplace experiences and why generic managerial practices often fall short. Participants will learn tailored strategies to provide more effective, nuanced support, fostering an inclusive environment that empowers and retains diverse talent.
6 KEY PILLARS OF SUPPORT
The following six pillars have been identified as key influences that contribute to an Early Career Woman's successful participation within her role, team and wider organisation, and are linked to both retention and promotion into leadership positions in the future.
SAFETY
The critical role psychological safety plays in designing a workplace women can trust to participate full in.
CERTAINTY
How to provide the clarity, relevant information, and reassurance ECW are seeking, while managing expectations.
SELF WORTH
Understand gendered factors influencing ECW's self perception and worth, and develop strategies to acknowledge and provide opportunities.
CONNECTION
Enhance your ECW's sense of connection through A.R.C: Access, Repetition & Commonalities in environments many women feel isolated within.
BELONGING
Increase retention by expanding 'connection' into 'belonging' through engagement, acceptance and alignment of values.
TRAJECTORY
Work collaboratively and pro-actively with ECW to provide visibility for their pathway within their role and the wider organisation
COMMITMENT TO IMPLEMENTATION:
Throughout the training, participants are challenged to consider their own implementation plan for their direct ECW reports to ensure support and connection is maximised.
'On the daily' agreed work preferences, communication and considerations.
Monthly check-ins, opportunity assessments and trouble-shooting
Annual professional development planning, acknowledgement of barriers and aligned strategies to address them.
2024 TRAINING FEES & DATES
MIXED COMPANIES | VIRTUAL |Ā 2.5 HOUR
$550 + gst pp
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2024 TRAINING FEES & DATES
COMPANY EXCLUSIVE | IN PERSON & VIRTUAL COMBO
$4,750+ GST -
Unlimited Participants (recommended group size 8 - 25) Subject to availability. Dates to be discussed and booked with Trellis directly.
PROGRAM FACILITATOR:
TANYA ANDREWS
FOUNDER & CEO OF TRELLIS COLLECTIVE UNIQ YOU & GIRL SHAPED FLAMES
Through this training Tanya delivers her most powerful (and empowering!) work to date. As the founder and CEO of two gender equality organisations: Girl Shaped Flames and UNIQ You, a Confidence Coach and Communication Expert, and having worked in male dominated industries herself, she is perfectly placed to support young women navigating their first 5 years of their career by providing effective and life-long strategies, skills, and self-belief.
Trellis Collective acknowledges and pays respect to the past, present and future Traditional Custodians and Elders of this nation and the continuation of cultural, spiritual and educational practices of Aboriginal and Torres Strait Islander peoples.
Trellis
For Early Career Women
For Organisations
