Her belief is that we spend far too much time on differences. Her belief is to focus on similarities. These similarities build valuable bridges that help move us forward. Differences - alienate, polarise and add fuel to the very things we are fighting against. It impedes our judgement. If you believe you are unequal, you will behave in an unequal way. She is calling for a different way of thinking.

In an ideal world, we would not need to recognise the different needs of men and women in the first place, but rather this is an ideal world. The prejudices that exist related to chauvinistic cultures and workplace. She addressed that the need was primarily an equality issue rather than needs. She quoted a number of (Googled) stats about the inequalities that exist in the workplace and urged the audience to fight for a sense of equality.

What does the statement imply - is it that women are disadvantaged, or is it that women want the playing field needs to be tilted to make things even. When we talk about needs, (similarly to student days where we talk rights - you have obligations) we too when we discuss needs - have obligations. When you have an equal opportunity with no discrimination in the workplace and obligations are the same and women - the needs of the man and woman are essentially the same. From the financial services environment, the women are no less ambitious, egotistical, devious. I don't believe that the women I work with need any protection from the male counterparts.

The exceptionalism argument - the super stars - there is no problem in the world of work for women is a limited view of women and the organisations. Two thoughts, the workplace mirrors society, society shows discrimination and challenges across society. Just because we don't wish to talk about differences, doesn't mean that they do not exist. If we are blind to the differences we limit our abilities to engage with one another.

There is a need to address how our nuture, backgrounds has affected our positions, needs and opportun

We all have needs, and those needs are the same - however how we address these needs, how we view the values, behaviours, challenges etc. as different genders needs to be addressed.

By separating the needs of men and women, holding women's conferences, workshops, we are cementing the notion that we are different - rather than structuring a framework for thinking that we are more similar than different.

A women's place is where she wants to be - there should be no restriction to where a women chooses to play.

Eusebius final comments - Discrimination is incredibly subtle and it is important for us to look at who has set the 'success' criteria. We can't change the past but we can change the future - Boys Town ad.

Russel final comments - I don't necessarily understand the many things that you are talking about. When you use language like 'are women capable, are blacks capable?' I don't understand that language - because I have been fortunate to work in an environment that where you are is based on you work and delivery and not gender or race.

Lauren's final comments - The issue of sexist behaviour or cultural sensitivity is what we need to address. We also need to differentiate between the needs and wants. The organisations we work in are different and each individual needs to look at the type of business you wish to be a part of and where your 'wants' can be met.

Shani's final comments - To transform our societies, we need a different way of thinking and speaking. Stop the language that disempowers. But rather (to quote Ghandi) let's be the change we want to see in the world. Stop feeding the dragon of discontent.

Final thoughts: This debate is essentially about learning rather than winning. All the speakers have brought a richness of thinking and points that have been said.

The constitution has this tricky phrase that "we are allowed to discriminate, as long as it is fair" - how do we recognise difference, without creating inequality.

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