Shifting the balance of power and perspective
Walk into the boardrooms of Australia’s largest companies, the chambers of Parliament, or the executive wings of major public sector agencies, and one thing quickly becomes clear: leadership remains stubbornly male.
Despite decades of progress, women are still underrepresented in the spaces where decisions are made and policies are shaped. And the higher the level, the sharper the drop-off.
At SheThrives, we’re not interested in tokenism. We're focused on power—sharing it, redistributing it, and redesigning systems so that women, in all our diversity, are not only present in leadership but fully resourced, supported, and trusted to lead.
The Numbers Don’t Lie
Let’s start with the data.
According to the Australian Government’s Workplace Gender Equality Agency (WGEA), as of 2024:
- Women make up just 22.3% of CEOs in Australia.
- Only 33% of board members in ASX 200 companies are women.
- In the federal Parliament, women account for just under 40% of all elected representatives.
- In the public service, women comprise almost 60% of the workforce, but only 45% of senior executive roles.
While the numbers are slowly improving, progress is inconsistent. And in many industries—including tech, finance, and construction—female leadership remains startlingly rare.
The story is even more concerning for First Nations women, women with disability, migrant women, and women from lower socio-economic backgrounds, who face compounded barriers to accessing and thriving in leadership roles.
Why It Matters
So, why does leadership equity matter?
Because decisions made without women too often fail women.
When the people in power don't reflect the people they serve, policies and workplaces are built with blind spots. Blind spots that show up in everything from pay gaps and parental leave policies to how we fund aged care, who sits on grants committees, and how crises are managed.
Women in leadership bring more than just representation—they bring:
- New perspectives that challenge groupthink.
- Lived experience that informs better, fairer decision-making.
- Collaborative leadership styles proven to improve team outcomes and morale.
- Role modelling that encourages the next generation of girls to dream bigger.
Research consistently shows that gender-diverse leadership teams outperform their less diverse counterparts. A McKinsey & Company study found companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than those in the bottom quartile.
The Barriers
The obstacles preventing women from stepping into leadership are deeply rooted and wide-ranging.
1. Bias and Stereotypes
Women leaders are still held to different standards. Assertiveness in a man is admired; in a woman, it’s criticised. This double bind affects how women are perceived and promoted.
2. The ‘Motherhood Penalty’
Women are disproportionately penalised for taking time off for caregiving, while men are often rewarded for the same. Flexible work still comes with stigma, and part-time leadership remains rare.
3. Lack of Mentorship and Sponsorship
While mentoring can help guide women’s careers, sponsorship—having someone in power actively advocate for your advancement—is still less accessible to women, especially those from underrepresented groups.
4. Toxic Workplaces
Sexual harassment, bullying, and exclusion from informal networks (like the golf course or post-work drinks) create environments that push women out before they can rise up.
What’s Being Done
Government and Policy
The Women
’s Leadership and Development Program funds initiatives that promote leadership, decision-making, and economic security for Australian women.
Advocacy Groups
Organisations like Chief
Executive Women (CEW) and Women for Election Australia are working to increase the number of women in leadership through training, advocacy, and visibility campaigns.
Workplace Change
More employers are implementing inclusive recruitment practices, targets for gender diversity, and leadership development programs tailored to women.
But there’s still a long way to go—and efforts must be intersectional, or they’ll only benefit a narrow band of already-privileged women.
Whether you’re a CEO, a first-year employee, or an everyday voter, you have a role in building a future where leadership looks like all of us.
1. Call Out the Gaps
If your workplace leadership team or event speaker line-up lacks diversity, say something. Silence is complicity.
2. Lift As You Climb
If you’re in a position of power, use it. Recommend women for opportunities. Invite them into rooms they’ve been shut out of. Amplify their voices in meetings.
3. Reframe Leadership
Challenge outdated notions of leadership as tough, dominant, and unyielding. Leadership can look like listening, community-building, empathy, and vision.
4. Support Women-Led Organisations
Donate to or volunteer with groups working to empower women in politics, STEM, sport, and social enterprise.
5. Teach the Next Generation
Talk to young girls about power and leadership as something they’re capable of—not something to shy away from. And talk to boys about allyship and equity.
The Bottom Line
Leadership isn’t just about who’s sitting at the top—it’s about who’s being heard, who’s shaping decisions, and who’s building the future.
Until leadership reflects the full spectrum of our society, we’ll keep facing policies and workplaces that fall short of fairness.
At SheThrives, we believe in creating the conditions for women to lead not just equally—but authentically, without having to bend themselves into outdated moulds. Because when women lead, we all thrive.
Let’s not wait for a seat at the table. Let’s build our own—and make it longer.