Gender Equality
There is a causal link between gender-balanced leadership and superior commercial returns.
Organisations that lead on gender equity attract deeper talent, make sharper decisions and build greater resilience in uncertain times.
Today, boards, investors and employees expect the proof: targets that hold, and plans with real traction. We build strategy that's ambitious, achievable, and intersectional at its core.
Strategic Pillars
Gender equality touches commercial performance, capability, culture and compliance, all at once, so we work across all four pillars as one connected, integrated approach.
Commercial
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Culture
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Capability
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Compliance
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The Gender Performance System
Many organisations approach gender equality as separate programs, a recruitment initiative here, a pay gap analysis there, a flexible work policy somewhere else. We look instead at the interconnected conditions that determine who can contribute, progress and perform, and how organisations can maximise capability and productivity through doing the right things about equality for all.
Access
Who gets through the door? + 40/40/20 gender-balanced recruitment + segmented employment branding + hiring manager capability + targets, policy, process
Opportunity
Who gets to grow, lead and influence? + talent identification + development and sponsorship + succession planning + promotion processes + access to career-defining work
Value
Is contribution recognised and rewarded equitably? + pay gap analysis + addressing gender pay gaps + occupational segregation + interrupt bias in performance evaluation
Work
Can people build a career alongside work and care? + flexible and hybrid work design, for every role + parental and other supportive care leave + caring arrangements + career pathways for longevity + engaging men in care and flexibility
Respect
Can everyone contribute fully and safely? + leadership and team practice on respect and psychological safety + addressing gendered assumptions and behaviours + family and domestic violence as a workplace issue + manager awareness and capability
Accountability
Who is responsible for change? + engaging men as active participants + leader accountability for measurable results + WGEA target setting and action planning + ASX corporate governance requirements