Tips from Australia’s Best Workplaces for Women to Inspire Inclusion

Valentina Lwin Bailey

Author

In the pursuit of gender equity, this year’s International Women’s Day resonates with a call to “Inspire Inclusion,” urging individuals to understand and value women’s inclusion to forge. Great Place To Work remains focused on our commitment to acknowledging and spotlighting organisations that intentionally cultivate an equitable environment for women in the workplace.  

The Best Workplaces for Women™ List 2023 organisations are a testament to the strides taken in fostering equity, ensuring that women are not only represented and valued but also thrive in the workplace. It stands as both a celebration of achievements and an inspiration for organisations to galvanize further advancements in the realm of gender equality. The organisations listed as the Best Workplaces for Women™ in Australia have adopted multifaceted strategies to foster gender equity and inclusivity in their workplaces.  

These companies make gender balance a priority by setting targets for gender-balanced representation at all levels, with most striving for 50% female representation within management teams and keeps a close eye on attrition rates among women.  

Among the 50 companies listed have:  

  • over 60% have achieved the milestone of having more than 50% of women in their workforce; some with impressive 75%+ representation of women, attributed to the unique characteristics of their industries 
  • Achieved gender balance at all levels of management with nearly half (23 out of 50), have 50% or more women in all levels of management 
  • 44 companies (88% of the List) have women serving in executive leadership positions 
  • Within those, 42% (18 companies) have achieved gender parity with more of the executive positions being held by women  
  • Gender Pay Parity milestones that are endorsed by from external agencies such as the Workplace Gender Equality Agency (WGEA) 

A breakdown of the key strategies and practical tips to inspire others include: 

Fair and Inclusive Hiring Practices  

  • Make gender-neutral job descriptions and advertisements a standard base line to encourage and attract a diverse talent pool and promoting equitable opportunities for women. 
  • Selection panel consist of a minimum one female to consider a different perspective and reduce biases in the hiring process.  

Promotion Bias Elimination 

  • Eliminate promotion bias with fair and transparent promotion criteria based on merit.  
  • Establish and communicate clear career pathways, so that all employees are aware of skills and competencies required to progress within the company.  
  • Develop female leaders with integrated Women in Leadership (WIL) programs that support women’s progress as well conversion into leadership roles.  

Closing the Gender Pay Gap 

  • Conduct annual or bi-annual salary benchmarking with industry partners, and internal assessments across toles and genders. 
  • Engage in transparent discussions with staff and management to address disparities.
  • Formalise pay equity reporting with agencies such as Workplace Gender Equality Agency (WGEA) and use available resources and tools to understand and make impactful adjustments. 
  • Aim to be recognised as Pay Equity Ambassadors to showcase efforts in closing the gender pay gap.  

Value Women’s Experience 

  • Sponsor voluntary, employee-led Employee Resource Groups (ERGs) to provide a platform for women to share experiences, drive equality, and promote fair opportunities for success. 
  • Call on women to lead and participate in women’s networking events and support programs to enhance professional development and career advancement options for women. 

Addressing Gender-Based Domestic Violence 

  • Offer support beyond government-mandate for victims of gender-based domestic violence, such as full-pay extended leave, counselling, and temporary emergency housing. 
  • Host education and awareness sessions for all staff to better understand the challenges faced by victims and address Gender-Based Domestic Violence  

These strategies and takeaways aim to inspire companies to follow in the footsteps of Best Workplaces for Women™ and create inclusive and equitable environments where female employees feel a sense of belonging, relevance, and empowerment. 

For a company to be recognised as a Best Workplace for Women™, a minimum of 100 employees with at least 50 women is required. Evaluation is based on female representation in the workforce, management, and workplace experience through the Trust Index survey. 

Valentina Lwin Bailey

Author

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Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work determines the list using our proprietary For All methodology. To determine the Best Workplaces in Technology list, Great Place To Work analyses the survey responses of tens of thousands of employees from Great Place To Work Certified™ companies in the technology industry.

Our survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organizational data like size, location, industry, demographics, roles, and levels. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience.

Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace. Survey data analysis and company-provided datapoints are then factored into a combined score to compare and rank the companies that create the most consistently positive experience for all employees in this industry.

To be considered for the list, companies must be Great Place To Work Certified™ and nominate as a company in the technology industry.

We require statistically significant survey results, review anomalies in responses, news, and financial performance, and investigate any employee reports of company incompliance with strict surveying rules to validate the integrity of the results and findings. 

Great Place To Work® Best Workplaces for Women™ List Methodology

The Best Workplaces for Women™list is determined using Great Place To Work’sFor All™methodology to evaluate hundreds of Certified™Great Place To Work®organisations across Australia.   

Data is based on over 40,000 employee survey responses from women in Great Place To Work® Certified™ organisations across Australia. 

The survey 

The survey enables employees to share confidential quantitative and qualitative feedback about their organisation’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. 

Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organisational data like size, location, industry, and the number of women in the workforce and management positions. 

Considerations 

Great Place To Work analysed the gender balance of each workplace, how it compares to each company’s industry, and patterns in representation as women rise from front-line positions to executive/C-suite roles. 
Survey data analysis and women’s representation figures are then factored into a combined score to compare and rank the companies that create the most consistently positive experience and opportunities for all women, regardless of their role or demographic background.   

Eligibility   

To be considered for the list, companies must be Great Place To Work Certified™. Companies must also employ at least 50 women. We require statistically significant survey results, review anomalies in responses, and investigate any employee reports of company in compliance with strict surveying rules to validate the integrity of the results and findings. 

Please note this list is NOT ranked. 

Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work, the global authority on workplace culture, determined the Best Workplaces™ Australia 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of almost 50,000 employees across Australia.

Employees responded to over 60 survey questions describing the extent to which their organisation creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organisation, no matter who they are or what they do. We analyse these experiences relative to each organisation’s size, workforce make up, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organisation to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

 

Categories

These organisations’ assessment is based 100% on employee responses to the Trust Index survey.

For larger organisations with more than 100 employees, we also use our Culture Audit™ tool, asking organisations to share with us their practices, policies and programs to creating a great workplace For All™ and evaluating the approach they take.

Why do you say in one place your national list scoring is based on 85%/15% and in another place that it is 75%/25%?

We are explaining two different things:

1.  The criteria we evaluate

2.  Where the data comes from