Breaking Barriers in Industrial Leadership

As someone committed to the evolution of leadership within industrial and heavy industry sectors, I’ve had the privilege of witnessing first-hand the slow yet significant shift towards gender diversity. Traditionally male-dominated, these sectors have often struggled to attract and retain women in leadership roles. However, we’re starting to see a real change, and it’s an exciting time to be part of this transformation.?

As an executive search specialist, I’ve dedicated much of my career to placing women in leadership positions across Australia. Whether it's ASX-listed companies or SMEs, I’ve observed a growing recognition of the value that diverse leadership brings. But beyond just filling positions, I’m passionate about understanding what truly attracts women to these roles and what keeps them there.?

To gain deeper insights, we recently conducted a poll within our networks to gain some insights into? the key factors that draw women leaders to industrial and heavy industry positions.

Here’s what we discovered...

Flexible Work Policies – 32%?

Unsurprisingly, flexibility topped the list. The modern leader, particularly women balancing multiple roles, values work arrangements that offer flexibility. Whether it’s remote work options, flexible hours, or job-sharing opportunities, these policies are crucial in enhancing work-life balance. Companies that embrace this flexibility are not just seen as forward-thinking but also as inclusive and supportive, making them much more appealing to female leaders.?

Leadership Development Programs – 32%?

Leadership development programs are essential in empowering women with the skills, knowledge, and confidence to thrive in executive roles. Structured programs that focus on leadership capabilities are key to bridging the gender gap in leadership. By investing in women’s professional growth, companies not only build a robust pipeline of future female leaders but also demonstrate their commitment to gender diversity.? Many medium to large organisations have emerging women leaders programs, however the biggest challenge is encouraging women to apply. As we know imposter syndrome is real and in my experience, women need advocates to shine a light on their potential.???

Mentor & Sponsorship Programs – 16%?

Mentorship and sponsorship are critical in nurturing female leadership. Mentors who offer guidance, support, and valuable industry insights. I have seen an increase in organisations actively seeking support for their emerging leaders with mentors that are external to the organisation.? With the rise of industry “Women In” groups, the opportunity to identify and engage a mentor has become easier for our emerging leaders.??

Other – 20%?

Interestingly, 20% of respondents pointed to other factors that attract women leaders. A particularly insightful comment emphasised the importance of inclusion over mere diversity. It’s not enough to bring diverse voices to the table; those voices must be heard and valued. Additionally, the comment highlighted the need for having multiple female leaders within teams. This not only prevents isolation but also fosters a stronger sense of belonging and collaboration.?

Beyond the Poll: Key Insights

The necessity of mentoring cannot be overstated. For many women, having a safe space to ask questions and receive guidance is crucial, especially when stepping into a new industry. Effective mentoring doesn’t just build competence; it builds confidence, ensuring that women are prepared to lead with authority.?

Competitive compensation is another significant factor. The heavy industry sector, known for its higher pay scales compared to traditionally female-dominated fields, offers a financial incentive that shouldn’t be overlooked. Highlighting this advantage could be key to attracting more women to consider careers in industrial leadership.?

Women leaders need to feel that they belong and are valued within their teams. Understanding the subcultures within heavy industry and ensuring that female leaders align with these cultures can make all the difference in their sense of belonging and effectiveness.?

Finally, the importance of recruiting female leaders in multiples cannot be ignored. Being the only woman at the leadership table can be isolating. By bringing in multiple women leaders, companies can create a more supportive environment and send a strong message about their commitment to gender diversity.?

As we move forward, it’s clear that the journey towards gender diversity in industrial leadership is not just about filling quotas. It’s about creating environments where women leaders can thrive, supported by policies, programs, and cultures that value their contributions. The path may be challenging, but the rewards—for both companies and the women who lead them—are well worth the effort. Let’s continue breaking these barriers together.?

How I can help:

If you're a female leader aiming to advance your career in senior or executive roles, or seeking top talent for your team in the industrial and heavy industry sectors, let's connect. Together, we can break barriers and shape the future of our industry. Reach out to me, [Sarah Layer ], at Arete Executive for a confidential discusison, and let's take your career and/or team to the next level.?

Sarah Layer is a Senior Partner with Arete Executive who partners with clients on recruitment assignments for mid-level through to Executive roles within industrial clients across Australia. She is committed to ensuring a balanced and diverse short list for all clients and is a strong advocate for supporting women to step in and up into leadership roles.?

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