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There is a worrying trend with the gender equity narrative being exclusively framed on the rights and outcomes for women and girls. The key word here is exclusively. Fairness in outcomes for women and girls is absolutely core to a gender equitable world but not at the exclusion of fairness in outcomes for men and boys. The trend has gone so far that the gender equity movement calls for men to be ‘allies’. There are even training and sponsorship programs centred on the concept

Don’t buy into the inclusion movement? Take a good hard look at your own relationship for some home truths. I have been an ambassador for inclusive workplaces for over 5 years but only recently had the epiphany of relating the principles to my own relationship history. It’s no secret that I am on my second marriage, but before I bring you on my journey of reflection, let’s set the scene on what inclusion means. According to the Diversity Council Australia – there are four ele

Why your focus should be on building inclusion, not diversity If I asked you for the percentage of women in your workforce, you could likely offer a decent estimate. What about the percentage of employees who feel they are respected, connected, contributing, and progressing? The two questions embody the difference between diversity and inclusion, diversity being the makeup of your workforce and inclusion being the extent those people feel they can participate and thrive. Ther

Menopause is an inevitable life stage impacting over a quarter of Australia's workforce, yet remains a silent issue in most workplaces. Addressing menopause is a powerful, practical way to advance gender equity, close the pay gap, retain top talent, and improve workplace wellbeing. By normalizing conversations and providing meaningful support, organisations can flip the switch to true inclusion and reap the benefits for everyone. 26% of the Australian workforce are at risk of