THE ARA WORKS TO ACCELERATE GENDER EQUALITY IN RETAIL
An interview with Paul Zahra, CEO
The Australian Retailers Association (ARA) is the oldest, largest and most diverse national retail body, representing a $400 billion sector that employs 1.3 million Australians and is the largest private sector employer in the country. As Australia’s peak retail body, representing more than 120,000 retail shop fronts and online stores, the ARA informs, advocates, educates, protects and unifies our independent, national and international The Australian Retailers Association (ARA) is committed to addressing imbalances and promoting gender equality .
THE ARA WORKS TO ACCELERATE GENDER EQUALITY IN RETAIL
An interview with Paul Zahra, CEO
The Australian Retailers Association (ARA) is the oldest, largest and most diverse national retail body, representing a $400 billion sector that employs 1.3 million Australians and is the largest private sector employer in the country. As Australia’s peak retail body, representing more than 120,000 retail shop fronts and online stores, the ARA informs, advocates, educates, protects and unifies our independent, national and international The Australian Retailers Association (ARA) is committed to addressing imbalances and promoting gender equality .
Q. The ARA has taken a strong stand on Gender Equality, why do you believe it is critical?
Equality in the workplace is important because it brings about diversity of thought. Diversity of thought leads to innovation and complex problem solving, and innovation leads to growth.
An inclusive and gender-equal workplace is a place where people can bring their whole selves to work and be their authentic self.
This isn’t just better for their happiness, but for their productivity and success.
Women are fundamental to the success of Australian retail.
Women contribute around 75% of discretionary spending and makeup 57% of the retail workforce, according to the Workplace Gender Equality Agency. Despite this, women only occupy 27% of board positions with Australian retailers and just 17% of our sector is led by female CEOs.
Our sector has a 15% pay gap between men and women in similar roles, which is one of the contributing factors to women retiring with superannuation savings 23% lower than men.
We also know that women are much more likely to encounter sexual discrimination or sexual harassment in the workplace and are three times more likely to be victims of domestic and family violence.
This simply isn’t good enough. Solving gender diversity in your business or workplace builds a vital foundation for diversity, equality and inclusion that you can then expend and refine to include everybody.
Q. You yourself are a firm advocate for diversity & inclusion what is your motivator?
At one stage, I was the only CEO of a top 200 ASX company who was open about being gay.
I take a lot of pride in being in that position at that time, because I would like to think, and hope, that others would see me being open about my sexuality and feel comfortable and confident that they could do the same.
I believe unless we achieve gender equality in the Board room, we have no hope solving the other diversity pillars- cultural diversity, people living with a disability, First Nations people, and of course, people that identify as LGBTIQ+.