Riding the Storm: Why Gender Equality Can’t Wait this IWD

What a whirlwind of a week it has been! I was in Melbourne facilitating a Thriving Teams & Strategy two-day session with the Executive Team at the Royal Australian College of Surgeons when I got wind that the cyclone was approaching and that I’d need to head home early. 

Luckily, I managed to get on a plane in time, and my session with leaders at Dementia Australia moved online. My International Women’s Day keynote at CS Energy was postponed as offices in Brisbane closed due to Cyclone Alfred. 

As we prepare and wait in anticipation for what is to come from the cyclone, it’s important that we don’t miss International Women’s Day, which is celebrated globally on March 8th. 

This year, "March Forward" is a call to accelerate progress towards gender equity for all women and girls. It focuses on empowering young women and girls to lead and innovate. March Forward, the theme created by the UN, is centred on driving meaningful systemic change globally. The theme calls for everyone to embrace gender equality—not just women. 

It is the 30th anniversary of the Beijing Declaration, adopted in 1995 by 189 governments as a blueprint for achieving gender equality across 12 critical areas of concern (poverty, education, health, violence, armed conflict, economy, power and decision-making, and institutional reform). It set strategic objectives and detailed actions for governments and stakeholders to implement at national, regional, and international levels. While significant progress has been made, challenges remain in areas such as violence against women, political participation, economic inequality (including the gender pay gap), and health disparities.

“Accelerate Action” is a complementary theme found on the IWD website. Many corporate organizations have adopted this theme, providing resources to support individuals and companies in taking action. The focus is on speeding up women’s equality, regaining lost ground, and ensuring that women are not left behind. 

Regardless of which hashtag you use this International Women’s Day, that isn’t the point. International Women’s Day exists to celebrate women while also highlighting the areas where we still need progress. What truly matters is the actions and behaviours we commit to in order to achieve gender equity and pay parity. 

2158—At the current rate, achieving full gender parity could take until 2158—approximately five generations from now. That’s my great-great-great-grandchildren’s generation. 

This is simply not good enough. We must go faster! 

Where Are We Today?

As of August 2024, the Australian Bureau of Statistics reported the national gender pay gap at 11.5%, meaning that, on average, women earn 11.5% less than men. This equates to women earning approximately $28,425 less annually than their male counterparts. 

Personally, 15 years ago, when working for an employer of choice for women, I learned that I was being paid 23% less than my male peer for doing the same role. 

In 2024, the number of female CEOs in ASX 300 companies decreased to 25, down from 26 in the previous year. That means 91% of these companies are led by men. 

Alarmingly, in 2024, only one in eight CEO appointments in ASX 300 companies were women—a decrease from one in four in 2023. Similarly, within the ASX 200, only 19 companies are led by women, down from 20 the year prior. 

Why Does This Challenge Still Exist?

• Male and female-dominated industries – Women and men tend to work in different industries and roles, with women overrepresented in lower-paying sectors such as healthcare, education, and administration. In male-dominated industries like energy, mining, and construction, women often occupy support roles rather than higher-paying technical or leadership positions.

• The Pipeline Problem – In STEM fields (Science, Technology, Engineering, and Math), where salaries are higher, women are underrepresented from university level through to senior positions.

• Lack of female role models – There are fewer visible women in senior leadership roles, making it harder for women to see clear career progression pathways.

• Caring responsibilities – Women take more career breaks for caregiving (e.g., maternity leave, childcare), impacting their career progression. When they return to work, they often re-enter at lower pay levels or in part-time roles with limited promotion opportunities.

• Flexible work arrangements – Due to caregiving responsibilities or expectations in senior roles, limited flexibility can be a barrier to progression.

• Unconscious biases – Especially in promotions, pay decisions, and recruitment. Studies show that women are less likely to be promoted at the same rate as men, even when performing equally well. Men are also more likely to negotiate salaries and ask for raises, whereas women may hesitate due to societal expectations.

What Can We Do?

• Set ambitious targets for women in leadership roles.

• Implement sponsors, advocates, and mentors for high-potential women with senior leaders.

• Create women-specific leadership development initiatives to help women progress.

• Conduct regular pay audits and budget for bridging the gender pay gap.

• Be transparent with employees about pay gaps—beyond just compliance requirements.

• Reimagine work flexibility and normalise flexible work arrangements for all genders.

• Review job descriptions to ensure gender-neutral language (use AI for assistance).

• Set targets for gender-balanced shortlists and ensure diverse hiring panels.

• Partner with universities and schools to encourage women to enter male-dominated industries.

• Make female leadership visible and share their stories.

  
  

We have been marching for a long time—probably longer than 1894, when South Australia led the way by granting women the right to vote and stand in parliament.

It’s been 131 years, and yet at our current pace, we will still be waiting for gender pay parity for another 133 years. That is not good enough.

The themes March Forward and Accelerate Action shine a light on these issues and the slow progress we’ve made. This is a systemic, adaptive leadership challenge. This is an everyone's issue—not just a women's issue.

Now is the time to move faster, take bolder steps, and push for systemic change—so that we reach equality well before 2158.

What will you do this International Women’s Day to March Forward and Accelerate Action?

P.S. Ready to move beyond the daily grind of people issues and become the inspiring leader your team needs? Our Thriving Leaders program is designed for leaders who’ve been leading without formal training and are ready to become a thriving leader. 

If you are in a leadership role please get in touch. Spaces are limited.