“... (diversity) is so difficult. There is no one thing—or even a number of things—that will necessarily deliver the outcome that you want or expect. You need to be bold in experimenting.”
–Elizabeth Broderick, a senior adviser to the head of UN Women in New York

Based on current progress, it is expected that equality may not occur until 217 years from now. We think that is unacceptable.

The target is clear—to get more women into leadership roles.  Most organisations now agree that this make sense. Many organisations have good intentions and supporting policies and procedures, but still progress is slow.

The Business Case

Get More Women into Leadership Positions with a Corporate Leadership Development Program

It’s a well-established fact at this point that gender equality in the workplace is valuable for everybody. Having more women in leadership positions means more perspectives, a greater diversity of ideas, better morale and company culture, improved employee satisfaction and retention and higher profits. Simply put, pursuing gender equality at the corporate level is useful for individual businesses, for countries and their GDPs and the world in general.

Driven by the promise of these compelling benefits, increasingly more businesses are adopting corporate women’s leadership programs. However, the progress towards true gender equality is far too slow. The World Economic Forum estimated that, at our current pace, we would not achieve total equality of the sexes for 170 years, which is terrible and unacceptable.

Invest in Gender Equality with the Help of Women into Leadership

Simply put, if businesses want to reap the benefits that gender diversity and equality can provide, they need to commit to pursuing equality in their organisations. The only way that we are going to beat the World Economic Forum’s 170-year estimate is by putting in the work. That work starts at the granular level, with individual businesses and their practices, policies, and values. 

Being conscious of gender discrimination in the workplace (both conscious and unconscious) is not enough by itself. Understanding that people should be reimbursed equally for their input is a start. However, many business leaders fail to realise is that workplaces are often plagued with dozens of systems, values, norms, symbols and cultural factors that leave women at a disadvantage to their male colleagues.

To create real gender equality in the workplace, businesses need to address these systems. A women’s leadership program within your enterprise is an excellent way to start dismantling and replacing such systems with fairer and more forward-thinking initiatives. 

At Women into Leadership, we work with businesses to bring corporate leadership development programs into the workplace. These programs serve multiple functions. First, they help you identify areas for improvement in your organisation. Which systems or company cultural norms or values are disadvantageous to women? You may not know, but we will work to pinpoint them and bring them to light.

Secondly, we leverage the female members of your organisation to help solve the problems and challenges you are facing. By coming up with initiatives for improvement of gender equality—and then picking women within your enterprise to lead those initiatives—we accomplish two things.
1) We set your business on the right track for gender equality, and
2) We empower your female employees by giving them the opportunity to take ownership of gender equality in the organisation.

Together, these hallmarks of our business leadership development programs create influential female leaders and lay the groundwork for workplaces where they will flourish.

Start Your Women’s Leadership Program Today

Are you ready to embrace gender equality in your organisation? If so, get in touch with Women into Leadership to discuss our corporate leadership development programs at length. 

You can reach us on 03 9982 4446.

  • Environmental Social Governance Reporting starting now for every organisation – Social (Diversity)
  • 80% of buying decisions made by women
  • 60% of tertiary qualifications achieved by women
  • Men and women are looking for flexible working
  • Men and women enter the workforce on about equal footing – still pay gap and representation inequality
  • As careers progress, women’s roles and pay fall behind those of men substantially
  • Most senior management teams are 80% male
  • Boards are 75% male
  • 30% Board target by 2018 AICD has been set

Click on  Contact Us  to organise a time for one of our team members to talk with you about how we can help your organisation achieve increased diversity.


driving success through diversity