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Women Into Leadership Retention Program

There Are Many Successful Women in Executive Positions: We Can Create a Strategy to Get More Women in Business Leadership and Management Roles


Why aren’t there more women in executive positions?


This question has repeatedly been asked, both by frustrated women who feel mired in their careers and by women who have managed to make it to the top of the ladder. The process of encouraging gender equality in the workplace—and specifically in executive and management leadership roles—is complicated in part because so many top-ranking CEOs are men. The logic is sometimes, that if a globally successful company like Amazon can be successful with having 17 of its 18 top executive positions filled by men, then how bad can having a male-dominated business be?


Putting the Spotlight on Women in Business and Leadership


This flawed reasoning is just one of the many things we are working to change at Women into Leadership. As we drive progress to get more women in management positions, we need to combat the complacency and indifference that leads so many companies to do nothing about corporate gender diversity problems.


There is plenty of evidence to show that having both women and men in the boardroom leads to a diversity of ideas, stronger business decisions, and increased revenues. We need to change the conversation so that organisations ask what they can do to improve gender diversity and equality, rather than asking why they should change.


One of the ways we change the conversation is by shining the spotlight on a few of the many amazing women in executive positions at successful businesses. By celebrating women in business and leadership, we can help show corporate leaders why having women at the top is a good idea. 


It is true that lists of the most prominent and successful companies in the world tend to include a shortage of companies with female CEOs. For example, Australia’s ASX 200 currently only features 11 companies with female CEOs. Even in this small sample there are great women who feature in the most recent ASX 200 ranking including:

  • The great Kerrie Mather, who will soon retire from her position as the Managing Director and CEO at the Sydney Airport. She’s led the company since 2011 and has been on the board since 2002. She has helped grow Sydney’s tourism initiatives, improved the customer service and capacity of the Sydney Airport and more.
  • The multitalented Tracey Fellows has been CEO of the REA Group since 2014. The REA Group is a real estate advertising company, but Fellows has had a dynamic career spanning numerous industries. Before joining REA, she was Microsoft’s VP for the Asia-Pacific region and previously, she was a senior executive with both Dell and IBM.
  • The iconic Alison Watkins, currently CEO of Coca-Cola Amatil, is one of Australia’s most successful businesspeople. Previously the CEO of companies such as GrainCorp and Berri Limited, Watkins is almost four years into her tenure as the first-ever female leader at Coca-Cola Amatil. She has steered the company through some rough waters with a steady hand and a reputation for being approachable, friendly and likable.


These are just a few of the women in executive positions who deserve to be celebrated. 


Adopting a Women in Leadership Strategy for Your Business


With initiatives such as #MeToo and #TimesUp, it is becoming far less acceptable for businesses to have no women in management positions or executive roles. In the coming years, we can expect that Australian companies without female-inclusive boards will be in the minority. Keep your business in the frontline by adopting a women in leadership strategy today.

At Women into Leadership, we can help. 
Call 03 9982 4446 to learn how.

driving success through diversity

Benefits of the program

  • Your organisation will have a clear understanding of the issues that are threatening retention of female staff.

  • Your organisation has a better chance of retaining key female staff.

  • For every staff member retained, you are set to save the organisation 2 ½ x their salary (the average cost of replacement).

  • Your organization will have higher employee satisfaction levels.


Program is aimed at retaining key female staff through an enhanced combination of the other programs ...

  • Key staff explore issues and initiatives which will aid retention.

  • Staff forums provide learning and peer support.

  • Each person can have tailored support, such as executive coaching.

  • A unique and personalised approach is developed for each member.

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