The platitudes and the morning teas just made me mad this International Women’s Day (IWD)

The tone deafness of some of corporate Australia’s IWD communications today were just downright offensive and often cringeworthy. As I read throughout the day I just became angry and frustrated. I read everything from an organised breakfast at 7am to discuss flexibility and working mums, oh the irony! A large employer promoting a target of 25% women in leadership to be reached by 2025… Whoopee! And finally, most organisations tales of women’s struggles and how the individuals powered on to succeed through no help of the actual organisation (someone please help, face palm)

I have compiled a list of real actions (because intentions are not getting us anywhere fast) that anyone reading this can assist their organisations in making a positive difference ahead of next year’s IWD (sorry no cupcakes or token images listed below) So get cracking!

• Have genuine and meaningful targets that empower and encourage women, like 50/50 in leadership roles. What you measure is what matters. Transparency about wanting to improve and change is key. Set goals, targets and open the communication across your organisation on how you can become an inclusive employer of choice. While you are on a role don’t just stop at women, also review targets around disability, LGBTIQ+ community and aboriginal employment
• Do an actual salary or wage review across your organisation, public and private sector can do this. If you have little to no gap then hey good news story, if you find gaps then go about fixing them and then communicate the good news story – it’s a win win!
• Conduct a review of how you recruit for your organisation, do you advertise opportunities beyond a standard corporate spiel? Do you offer a mixture of job share, part time or flexible roles? Do you advertise on the same standard platforms or can you engage with specialty groups to promote your organisation to women and other minority groups?
• Find and encourage male champions of change, enough with the women beating our own drums to be heard, where are the men helping and supporting us? How many men in your organisation are actually championing female colleagues or better still equity in employment conditions (pay, leave, flexibility). There will be some amazing men who have a sensible and powerful voice on the above items, start showcasing them!
• Invite men to the IWD conversations and events, be inclusive and let men hear what is really happening. The amount of IWD events I have attended where there is a token supportive male, still astounds me. Women know what has to happen for equity in the workplace it’s the men that need to be enlightened and we need action from them, so please include them in conversations and actions, women stop bearing all the burden here.
• Women, please support women, the world is tough enough, so we must lift each other up and work constructively together, be brave and ask the questions of your workplace on all of the above.

Finally, what left me with some hope for a more positive outlook on IWD 2023 were the people and organisations who have been and continue to take demonstrable action for the progress of women across corporate Australia and beyond. I thank you for uplifting me today.

Alison Mirams Roberts & Co, Stephanie Graham – Lend Lease, Joshua Watkin & Adrian Lindon Sydney Metro, Laing O’Rourke, Investa, Mirvac and Julia Banks