Gender diversity

Why it’s Time to Stop Talking and Take Action on Gender Diversity in the Workplace

Women in the workforce today often still face the challenge of gender equality. Whether it is having to work harder than our male colleagues to climb the corporate ladder, or generally just making more noise to be noticed. We all know a female friend or three who still falls victim to the inequality of gender branding.

Employers, just like the one we will feature in this article, need to understand that workplace gender equality can only be achieved when staff and employees are able to access the same benefits, rewards, resources, and opportunities regardless of what sex Mother Nature granted us at conception.

It pleasing to note that Australia has made steps towards shortening the gender equality gap over recent times, however, there is still a long way to go and plenty of attitudes to dust off. Women are often caught up in the unjust battle for corporate supremacy simply due to their genetics – lower rates of pay, fewer advancement opportunities, and less retirement or superannuation savings. Men on the other end of the spectrum gain less access to family-friendly policies like parental leave and flexible working conditions to cater for their expanding families.

The good news? No matter where we are positioned in our career, we can make a positive change together. The following fundamentals highlight simple and effective ways to grow and foster gender diversity within the workplace.

Consider these following gender diversity methods and principles when accessing your own business and company ethics.


#1 A pledge from the executive team

It is important to look at your executive stand on gender diversity. Diversity needs to be backed and nurtured by a leadership team who values diversity as much as they value their employees’ skills and talents. Could your business benefit from the appointment of a Diversity and Inclusion Officer to manage and oversee some diversity and inclusion policies ensuring an inclusive workplace environment?

#2 Eliminate gender hiring bias

When it comes time to welcome new talent on board, try implementing a blind hiring process. This is a process whereby items such as names, sex, and ethnicity are obscured during the hiring process eliminating any unconscious bias. And the process can’t be too bad with multinational companies like Dolby already taking to it.

#3 Flexible working arrangements

What is your stand on workplace flexibility? We see a lot of businesses offer flexible working arrangements to employees to cater for family commitments, however, it is generally limited for other employees within the workplace. It is great to have this option available to your staff, but be conscious of who you leave out. Work from home options and flex-work arrangements can often be the key to a healthy work-life balance and make for a more productive, engaging, and happy team.

According to the Workplace Gender Equality Agency (WGEA), gender equality is vitally important for a business as it is linked to the overall economic performance of not only the business but the country as a whole. The WGEA associate workplace gender equality with:

  1. Improved national productivity and economic growth
  2. Increased organisational performance
  3. Enhanced ability of companies to attract talent and retain employees
  4. Enhanced organisational reputation

For further information on this, you might like to download a free business case for gender equality also supplied by the WGEA here. Companie can also get in tough with the team at Empowering Ambitious Women, our consultants can support you in conducting an analysis and making the necessary changes.

Gender diversity should not be a thorn in the side of any employer or employee, and as long as talent is recognised for talent alone, then we are on the road to ridding the taboo once and for all.

Over to you...

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I am a Mum, business founder, author and accomplished CEO with over 20 years’ experience in the corporate world. My childhood dream was to become a fighter pilot, but when that didn’t materialise, I found my place in the corporate world, climbing the sales and marketing ladder to my role as CEO of Cox & Kings Australia.

I'm the founder of Empowering Ambitious Women, I've led start-ups to companies with annual revenues from $55 million to more than $250 million. My role as CEO of Australia’s leading franchise network of professional builders saw me as a pioneer in the industry; as a female CEO leading a large franchise home building company.

I was formally recognised twice by the Telstra Business Women's Awards my achievements in business.

As a woman who became one of the 16% of female CEOs, and who has led in male-dominated industries, I’m passionate about creating pathways for women leaders to step up, take a seat at the table and own it.

I love; French champagne, socialising, dining out and having an impact...

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