Advancing Women in Business & Sport

The 13.1% Gender Pay Gap is Just One Measure of Inequality in Australian Sport Today, I’m proud to launch the 2024 Advancing Women in Sport report, The 13.1% Gender Handicap. This report exposes the structural inequalities that continue to disadvantage women in sport, from the playing field to the boardroom. The numbers don’t lie: Women in Australian sports administration face a 13.1% pay gap and are underrepresented in leadership roles, with women holding just 13% of board chair positions. Progress has stalled, and in many cases, it’s reversed. What does a 13.1% pay gap feel like? Imagine wearing a weighted bra, representing 13.1% of the average male weight, as you work or compete. That’s the burden women carry every day. I’m calling on male sports journalists, leaders, and opinion-formers to ‘BROtest’ this injustice by trying it themselves – and sharing their experiences. Sport matters. It’s a $15 billion industry, employing over 250,000 people, and a central part of Australian life. It’s time for sport to reflect the fairness and equality it inspires. As I write in the report: “Setting goals isn’t enough. It’s time to start scoring them.” Let’s eliminate this systemic gender handicap and create a level playing field – for everyone. 🔗 Download the report and join the conversation to action movement: https://lnkd.in/gbQb6u5V #GenderEquality #AdvancingWomenInSport #BroTest

Fixing the System, Not Women The patriarchal system maintains workplaces, policies, processes, and leadership frameworks designed for men. Women don’t need fixing—the system does. 🔗 Insight: Gender equity isn’t about changing women; it’s about transforming outdated systems that hinder progress. Leadership Call to Action: Audit your workplace practices. Are they inclusive? Make DEI a strategic priority. https://lnkd.in/g9CRcpV6

Are You Limiting Yourself? 💡 “I’m not good with money.” 💡 “Money is vulgar to talk about.” 💡 “I’ll never be wealthy, so why try?” Sound familiar? We unpack some money myths in the latest episode of the Lead to Soar podcast with Lizzy Goldfinch. Women are projected to control 65% of Australia’s wealth by 2034, but harmful narratives about money could prevent us from fully harnessing this power. 🎙️ In this episode, we explore: ✅ Why financial literacy is vital for career and life success. ✅ How to reframe limiting beliefs about money. ✅ Practical tips to start your financial journey today. 💬 What’s your #1 money mindset challenge? Share in the comments! 🔗 Tune in here: https://lnkd.in/dPfdRrTd #Leadership #MoneyMindset #WomenInLeadership

“Who Are You Called to Become?” Who am I called to become? I am called to become a leader who enables women and organisations to reach their full potential. I am called to become a leader who will help to close the global leadership gender gap. 🔗 Reflection: Leadership is a journey of purpose. Ask yourself: Who are YOU called to become? Leadership Call to Action: Pause and reflect on your leadership goals. Align them with actions that promote equity and impact. https://lnkd.in/g9CRcpV6

Is nostalgia and rigidity holding workplaces back? The return-to-office (RTO) debate is reigniting tensions between executive preferences and employee expectations. While executives often long for pre-pandemic norms (everyone in the office where I can see them!), employees are pushing back—prioritising flexibility over mandates. What’s at Stake? • Workplace Well-being: Reduced flexibility disproportionately impacts women and individuals with disabilities, worsening burnout, accessibility barriers, and job dissatisfaction. " • Employee Resistance: Strict RTO mandates fuel actions like “rage applying" and increased turnover, especially among top talent. • Legal and Ethical Risks: Blanket policies disregarding individual needs could result in lawsuits and reputational harm. • Hybrid as a Solution?: Many organisations turn to hybrid models as a middle ground, balancing collaboration and flexibility. However, success depends on thoughtful implementation. Leadership Call to Action "Leaders must challenge their biases about “office culture" and prioritise workplace policies rooted in inclusivity, flexibility, and trust. Start with these steps: 1. Listen First: Conduct focus groups to tune into and understand employee needs and concerns. 2. Design Thoughtful Policies: Tailor hybrid work solutions that reflect organisational goals and diverse employee circumstances. They are not mutually exclusive! 3. Lead with Empathy: Acknowledge flexibility's personal and professional benefits to create a culture where employees can reach their full potential. Does your organisation have an employer brand that serves you well in a competitive job market? Flexibility in the workplace is a strategic advantage. Not a perk! #FlexibleWork #WorkplaceCulture

Reflective practice is an essential part of my leadership cadence, and I encourage every leader in my various programs and networks to embrace reflection as a leadership act. The most effective leaders carve out time to stop, breathe and reflect. Yet, many of us struggle to make it a habit. Why? Often, it’s about finding the method that works for you. In my book, The Leadership Compass, I explore research-backed strategies for reflective practice and why it’s vital at every leadership stage. Which reflective practice method resonates with you? Click below to download my FREE guide to elevate your leadership practice: https://lnkd.in/gyMsVkp9 #Leadership #ReflectivePractice #WomenWhoLead #TheLeadershipCompass

Breaking the Money Taboo “Money is not the goal—it’s the enabler. It’s the rocket fuel for the life you want to build.” – Lizzy Goldfinch. In the latest episode of the Lead to Soar podcast, I interviewed wealth expert Lizzy Goldfinch to discuss why financial literacy and independence are critical for closing the leadership gender gap. Key takeaways include: • Overcoming harmful money mindsets that hold women back. • The power of financial independence in creating career and life choices. • Practical steps to start building wealth today—even with just $5. This is a must-listen for women in leadership who want to amplify their impact and secure their financial future. 🔗 Listen now wherever you get your podcasts.Lead to Soar. P.S, Tag a woman who’s ready to take control of her financial destiny! 💪 #LeadToSoar #FinancialEmpowerment #Leadership

Wow. What a disappointing (but sadly unsurprising) step backward from Netflix. The company that once set the bar high with unlimited parental leave—a groundbreaking policy for the US (but let’s be honest, table stakes in Australia and Europe)—has quietly rolled it back. Even worse? Employees now worry that taking leave to care for their kids might cost them their careers. How is this OK in 2024? Policy changes like this from influential employers send a clear message about what and who is valued in corporate America. ❌ Not parents and carers. ❌ Having and caring for children is a career-limiting move. ❌ Family and work can’t coexist. Parental leave isn’t a “nice-to-have” benefit—it’s an essential foundation for workplaces that genuinely support their people. Netflix had the chance to lead here, but instead, it’s a reminder that we still have so much work to do. Leaders: are you creating workplaces where parents and carers can reach their full potential? #ParentalLeave #Leadership #FamilyFriendlyWorkplaces

Women working in sport are handicapped by a 13.1% gender pay gap and lack of access to senior roles. Representation of women at every level of sports administration has either plateaued or worsened in the last twelve months. In other words, sport leadership is still a boys club. The evidence: https://lnkd.in/gbQb6u5V #WomenInSport

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