Advocacy campaign submission

We encourage all Endorsed Employers to submit their content as close to the beginning of their contract as possible. However, the final deadline for submission will be 6 weeks prior to the month of publication.  Our advocacy campaigns often involve multiple employers, and in fairness to them and our writers, we cannot guarantee the inclusion of any submissions after this deadline.

Please ensure any headshot photos are high resolution (minimum 1MB), ideally taken against light and neutral backgrounds, with the individual’s face visible and not blurry, to ensure we can use them in the campaign.

Ensure to include a description of all images in the image file name, including the name, role title and preferred pronouns of the pictured people.

The advocacy campaign content may be curated into any number of formats, including long-form articles, shorter carousel-style stories, videos, or infographics. Each content piece will then be shared across a variety of marketing platforms including our website, social media channels and newsletters. Where relevant we will also broadcast through our partner network and syndicate affiliations.

Due to the high volume and variety of submissions for each focus area, we are unable to include every word of every supplied Endorsed Employers’ content. We will carefully adapt, edit, and curate the content to meet the needs of your organization, but also the needs of our audiences, while always maintaining the veracity of what has been supplied.

We rely on all our Endorsed Employers to provide content relevant to the topic details — the more relevant the content provided, the more space it will be given in any individual feature. Our team will be in touch if we need further clarification on your submission.

Please reach out to your DEI Account Manager, or campaigns@work180.co if you have further questions.

Once the main campaign content piece is published, you will be provided with the links. 

Please feel free to share these across your own channels. If there are specific hashtags that we are using for the campaign, we will provide these to you to utilize when sharing across your own social media platforms.

INCLUSIVE HIRING PRACTICES

In our inclusive hiring campaigns, we look for content that highlights how you’re creating a diverse, equitable, and inclusive organization, with fair and equal access to opportunities through your hiring processes. 

If you champion the importance of fair and transparent hiring processes if you empower women of all backgrounds and experiences to apply and make sure they know they will be genuinely considered, we want to hear about it. There are many different strategies you could share, from inclusive job advertisements and a focus on transferable skills, to clearing the selection and shortlisting processes and balanced interview panels. See examples here.

REPRESENTATIVE LEADERSHIP

Not only do leadership teams have the ultimate decision-making power, but they can also inspire those in and outside of the organization. So, for our representative leadership features, we will be asking how you have increased focus on achieving diversity in leadership, in both the short and long term.

We want to hear about how you are benchmarking progress on balanced leadership in all its forms, whether it’s achieved through targets and quotas, internal succession planning, or other initiatives. See examples here.

FLEXIBLE WORKING ARRANGEMENTS

From remote work to adjusted hours, flexibility is one of the most powerful ways in which companies can help every employee overcome workplace barriers and thrive. 

So for our features discussing flexible working, we want to hear about how you are opening up opportunities for those with disabilities or helping employees manage the domestic load (which disproportionately impacts many women) or normalizing flexibility for every employee. See examples here.

PAY EQUITY

While equal pay for an equal value of work is a legal requirement, unequal access to opportunities continues to result in pay gaps between genders, races, and ethnicities. For example, many women around the world receive no pension, superannuation, or equivalent during their parental leave. Due to the intersection of systemic discrimination, these pay gaps are combined and compounded for women from underrepresented groups.

In our pay equity features, we want to focus on helping employers introduce policies and practices that help them work towards true pay equity. See examples here.

SHARED CARING RESPONSIBILITY

For our shared caring responsibility feature articles we want to hear about how you are creating a culture that promotes and supports equal and shared responsibility for parents and carers — regardless of gender. From gender-neutral parental policies through to return-to-work programs, share how you are supporting your workforce while removing damaging stereotypes. See examples here.

EMPLOYEE VOICE AND ERGs

Employee voice is a key part of building an equitable and inclusive organization. So for our Employee voice and ERGs feature articles we want to hear how you are creating a culture that empowers employees, particularly those from underrepresented groups, to share their experiences, insights, and ideas. We encourage you to share the ways you ensure that a wide range of employee voices are listened to, learned from, and used to make lasting change. Or about the initiatives such as Employee Resource Groups, regular staff engagement exercises, or ‘Ask Me Anything’ sessions. See examples here.

CAREER DEVELOPMENT

To address the current underrepresentation of women in leadership and in industries, such as science, technology, engineering, mathematics, and medicine (STEMM), companies can’t afford to just focus on hiring alone. So for our career development feature articles, we want to hear how you are nurturing and retaining the women within your organization through career development support that builds confidence, skills, networks and direction.

Whether it comes in the form of coaching and mentoring programs, education and training opportunities, return to work initiatives, or formalized growth and succession planning, this is an area that women from all backgrounds are looking to hear about from employers. See examples here.

INCLUSIVE AND ANTI-DISCRIMINATORY CULTURE

With our internal cultures and values feature articles we want to encourage and celebrate employers who proactively work to build inclusive cultures in which a wide range of people can come together and thrive. This involves sharing how you are removing any social, physical, or mental barriers that may prevent individuals from feeling safe, comfortable, confident, or able to fully contribute in the workplace. This can take many forms: policies related to work attire, personal grooming and acceptable workplace behaviour, initiatives that raise awareness of different cultures and communities, or even the provision of dedicated spaces, like private pumping rooms for working mothers or accessibility options for individuals with disabilities. See examples here.

EMPLOYEE SUPPORT AND SAFETY SERVICES

From domestic violence to ageism and ableism, women and underrepresented groups often face a multitude of workplace barriers. So for our employee support services feature articles we encourage our employers to share how they are recognizing the role they must play in the systemic removal of such barriers while offering robust (often external) support for those impacted. Examples include Domestic Violence and Abuse (DVA) policies, Employee Assistance Programs (EAPs) that provide independent and anonymous support, and health and wellbeing programs. See examples here.

STRATEGIC COMMITMENTS

Ultimately, organizational change needs to be led from the top. So whether it’s at the board, shareholder or C-suite level, formalizing your ambition to build and maintain a diverse, equitable and inclusive organization through strategic commitments can be one of the most important drivers of positive change – and we want to hear about it. See examples here.

No. The time between drafting, building the content, and publishing is very tight. This along with the number of stakeholders involved in each campaign, and the number of campaign content pieces a single submission may be involved in, it simply isn’t fair or feasible to allow any one client to approve the content before it’s published. We ask that clients get all the content they submit to be approved prior to submitting.