There was a time when she sat at the boardroom table with just one other woman present, but today Jean says she sees a lot more women becoming leaders.

While the number of women in senior leadership roles is increasing (such as mine), progress is sluggish, and women continue to encounter barriers to success.

Combining the powerful force of technology with the personal and emotional threads of fashion is currently underrepresented and underappreciated in Australia.

Findings from the Qualtrics study highlight the diverse gender experience gaps that exist in workplaces across Australia and New Zealand.

Making our digital world more gender-balanced requires both including more women in tech roles, as well as creating an environment for them.

As a turning point in my career, I decided to be openly creative with personality, which landed me a regional role based in Singapore.

Look out for ways to boost diversity and inclusion while you’re shaking things up, says Lisa Baldwin, Regional Business Manager, Ricoh Australia.

Despite progress made in bringing more women into the industry over the last few years, they still only make up 25% of the global cybersecurity workforce.

Hybrid work arrangements have the potential to create gaps between those who work from home and those who work in the office, regardless of gender. 

Going into this case study, we expected that we would gain an understanding of systemic factors that help bring more women into tech.

Companies will embrace equitable policies and practices faster if senior candidates make it clear that they matter.

We're so clearly already living in a digital-first world, so how do we start to solve the issue of the lack of gender balance in tech?

Despite women comprising 47.9% of Australia's workforce and enrolling in STEM courses at a faster rate than men, they still only make up 26% of the country's technology workers.

How do we challenge tech companies to review practices to become more inclusive and to empower women to bring out their best potential?

This year, we have more case studies and proof points than ever of the ability to create and reap the benefits of gender-balanced teams.

The topic of equity is especially pronounced when we take a look at financial inclusion for women here in Australia.

Times are changing, “traditional” roles in the workplace, at home and in society are evolving at a rapid pace, alongside the technological advancements that enable them.

While we’ve come a long way, there is still much to do to ensure that we continue to make the workplace equitable for women.

Having people with diverse backgrounds is a critical factor in being able to see the transformations needed in our fast-changing world.

There are a number of significant factors that need to come into play to ensure that women in technology can confidently pursue their ambitions and reach their full potential.

In honour of IWD 2023, I encourage organisations working on their diversity, equity, and inclusion (DEI) strategies to actively avoid tokenism.

Having different gender identities, cultures and ethnic practices at play gives birth to new perspectives that challenge thought processes in the workplace and lead to breakthroughs.

Diverse representation in the industry, particularly in leadership positions, has been limited, resulting in a technology landscape that can, at times, be homogeneous and lacking in varied perspectives.

The pandemic has amplified the importance of empathetic leadership and purpose-driven initiatives, which has led to a greater push in creating an inclusive workplace.