Equality at the top: Supporting women in leadership

Women are progressing into leadership roles at an increasing rate, bringing a different set of skills and perspectives to their workplace. 

Across Australia, 22.3% of CEOs are female. However, in residential aged care services, 51% of CEOs are female, showing the sector is already achieving gender balance.

But in a sector made up of over 80% women, there is still work to do for this number to reflect the percentage of women in the industry as a whole. 

Whilst there are clear benefits women can bring to these roles, they often face unique challenges on their road to success.

Equality at the top

In 2020, research by Workplace Gender Equality Agency (WGEA) and Bankwest Curtin Economic Centre found an increase of over 10% in female representation on the Boards of Australian ASX-listed companies, which led to a 4.9% increase in company market value.

When considering how to get more women in leadership, it’s normal to think elements need to be tailored specifically to women. However, providing the same opportunities to all means everyone – males and females – can thrive. 

Having a company Board of mixed-gendered leaders can see problems tackled with a broad perspective, allowing for robust conversations and boosting confidence in female leaders who feel listened to.

Closing the pay gap

Perhaps a standout hurdle women face professionally is the gender pay gap. According to WGEA, the gender pay gap between Key Management Personnel in aged care  is 24.6%, which has reduced by only 1% in five years. 

This could be because, out of the aged care organisations that reported to WGEA in 2021-22, less than 5% had any formal policies or objectives for promotions, recruitment, retention, pay gaps, or harassment and discrimination training for management. 

Writing up policies for these areas is a good first step towards supporting women in your organisation, as well as setting gender equity targets for management and Boards. 

Valuing flexibility

Statistics show that 95.8% of CEOs and 85.3% in senior management working for Healthcare and Social Assistance organisations work full-time. 

But over three-quarters of the entire aged care workforce is employed part-time or casually. This affects the number of women who can work their way up from lower level positions to full-time management or CEO positions.

Promoting work flexibility will help attract and retain women in leadership roles, and encourage talent already working in your organisation to strive for higher level positions. 

Often leading with an empathetic and compassionate approach, women are increasingly interested in working with organisations that have an accountable, flexible, and positive work culture.

Supporting women to the top

To support women in business in the aged care sector, organisations should be intentional about creating a culture of inclusivity. More female leaders means more mentorship opportunities to provide guidance, support, and advocacy to women aspiring to build careers in the industry.

Creating a diverse executive Board, implementing pay and recruitment policy, and allowing flexible work environments for all is key to giving more career opportunities to women.