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The biennial Australian Census of Women in Leadership - which measures the numbers of women in board and senior executive positions in the nation's top companies – has guided thinking and workplace practice over the past decade.
The 2012 report reveals very slow change in women's representation in leadership roles during the decade, with women currently holding just: 9.2% of ASX500 executive positions, 9.2% of ASX500 directorships only 12 ASX 500 CEO positions.
Closing the gap between men's and women's employment rates and boosting women's productivity in the workplace would significantly boost Australia's economic activity. This fact sheet, produced by the Equal Opportunity for Women in the Workplace Agency, examines factors that contribute to the Gender Pay Gap and provides strategies to close the gap.
The graphs and data tables included in this report illustrate the changes that have occurred over the past 15 years in the landscape of gender equity in Australian higher education institutions. Data was collected from 1996 to 2010 by Queensland University of Technology’s Equity Services Department to track progress in implementing the first and second Action Plans for Women published by the Australian Vice Chancellor’s Committee (now Universities Australia).
This report was prepared for the Federation of Australian Scientific and Technological Societies by Sharon Bell in October 2009. It focuses on the participation, retention and success of women in the science, engineering and technology (SET) fields in Australia. Persistent horizontal and vertical segregation of women academics and researchers are outlined as key contributing factors that impact on Australia's research and innovation agendas. Particular emphasis is placed on identification of the barriers women face in their career paths as researchers and tertiary education professionals, the barriers to attaining the highest levels of achievement and recognition, and the cost of attrition of women from SET in terms of international competitiveness and return on educational investment.
In 2011, Deloitte and Women & Leadership Australia co-hosted a series of ‘Impacting Gender Diversity’ workshops that allowed participants to explore challenges for advancing gender diversity within their organisations. This report shares their insights about organisational challenges and practical change strategies.
Flexible ways of working are becoming more the norm as businesses and employees enjoy the personal and commercial benefits these practices afford. This report now provides hard, independent research evidence that business internationally have found that flexible working produces and enables real increases in productivity and greater revenue generation
Best practice companies and researchers are starting to realise that workplace diversity is much more than having a sprinkle of women and a dab of colour. In fact diversity alone will not improve business performance: the magic ingredient is inclusion. And that requires a focus on adaptation, not just assimilation and tolerance. This report explores these ideas and expresses a point of view on the diversity + inclusion = improved business outcomes equation.
Each year, Queensland University of Technology prepares a comparative analysis of selected inter-institutional gender statistics for all Australian universities in addition to the analysis QUT data and a comparison of Australian Technology Network universities.