“Much of it extends from leadership and setting the tone from the top should be a key starting point for change.”
According to the report, gender balance means at least 40 per cent women and 40 per cent men in the workforce, with industries including mining, electricity, gas, water and waste, and construction scoring poorly for meeting that balance.
On the upside, industries like agriculture, arts and recreation, IT and telecoms, accommodation and food, and finance and insurance, had all made positive steps towards creating a better balance between 2021-22 and 2023-24.
Duncan said the report also indicated that companies were more likely to have improved gender equity among the general workforce, but not in leadership roles.
“This again applies to the resources sector in particular, and there needs to be better measures in place to address this imbalance,” he said.
“Organisations that invest in equity strategies not only close pay gaps, they also build stronger, more resilient workforces.
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“By contrast, those that fail to act will continue to lose talent, eroding leadership pipelines.”
Workplace Gender Equality Agency Australia chief executive Mary Wooldridge said every employer could secure benefits from addressing gender equality, starting with a gender pay gap analysis.
“The evidence is clear that gender-balanced leadership teams don’t just support women, they also deliver stronger results by fostering better decision-making, innovation and capacity to navigate challenges,” Wooldridge said.
“By digging into the data and developing an approach that’s tailored to their specific workforce needs, employers can build a strong pipeline of talented leaders and help safeguard the long-term sustainability of their organisation.”
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