How Your Workplace Can Inspire Female Leaders In 2022

Is your business committed to the growth of female employees this year? If so, there are some steps you can take to make your workplace inclusive for women, as well as ensuring that women have the same access to opportunities as the men in your organisation.

In this article, we’ll explore the history of women in the workplace in Australia, the impact this has had on female leadership, and what needs to be done to address this. We’ll also share five practical steps to ensure that your workplace promotes gender equality and equal opportunities.

Let’s dive in.

When former Prime Minister Julia Gillard delivered her now famous Misogyny Speech in parliament in 2012, it caught the attention of the world. A day later, the footage of the speech had already been seen 300,000 times and the word ‘Gillard’ was trending on Twitter. Ten years later the speech still appears in headlines and has been watched over 4.6 million times. 

So why was it so popular? The speech saw the leader of the nation call out sexist and misogynistic actions and comments in her own workplace and it seems that this resonated with women not only across Australia, but around the world. The speech highlighted what women had been feeling and experiencing in their own workplaces, and caused many to explore the challenges women face in leadership roles throughout the country. The speech made it clear that Australia had many to address its aversion to diversity once and for all.

What has happened in the last ten years?

Female leadership positions are still lacking in Australia and women are significantly underrepresented in key-decision making roles across almost all industries. While women make up half of all employees (50.5%) they comprise only 32.5% of key management positions, 28.1% of directors, 18.3% of CEOs and 14.6% of board chairs. Clearly, there is still a lot of work to be done.

If we are to see any change, it is up to individual organisations to commit to progress towards gender equality. 

Why should you bother?

There is evidence to suggest that female representation in senior leadership roles not only works to reduce the gender pay gap but also improves company profitability and productivity, increasing the market value between $52m and $70m per year for an average-sized organisation. Research shows that increasing the representation of women in executive leadership roles is associated with declining organisational pay gaps.

Now that you know how important female leadership is, what can you do about it? We’ve set out five clear steps for getting more women into leadership positions:

1. Set targets and goals for diversity

It is important to begin by setting realistic goals that your company can achieve. Start by setting a clear diversity aspiration and ensure that it is followed by accountability measures. 

2. Define clear leadership pathways

This may involve re-designing roles and creating new routes for advancement that support talent through life transitions. 

3. Offer leadership training programs targeted at women

Provide training programs that offer a safe environment to provide practical tips as well as a space to share challenges.

4. Establish mentorship programs

Actively sponsor rising women by pairing them with an inspirational leader within your workplace that they can turn to for advice and support. 

5. Invest in cultural change

In order to normalise the uptake of leadership roles by women, address any cultural issues that may impact this change.

At Leading Edge Global, we are passionate about inspiring female leaders. We offer leadership programs specifically designed for women who are looking to take the next step in their career. Find out more.