Australian employers are operating in a melting pot of talent shortages, increased social tensions and rapid acceptance of the moral obligation to achieve gender equality in the workplace. While some organisations are making progress, pressure to act is also driving reactive, short-term strategies that encourage poor hiring decisions and offer little to no long-term benefits.
The journey to achieving gender balance is often a significant change program. It requires careful planning, clear and visible leadership, and an ongoing commitment to measure and review progress.
In this paper, the final of our 2019 series on gender diversity, we present practical tactics and strategies that HR, talent and business leaders can employ to successfully attract, develop and retain women. Based on research and case studies from our consulting engagements, we identify five key areas that you can focus on to identify and action inequality, set realistic goals and build an inclusive workforce culture from the inside out.
