Four Things Women Actually Want From An Employer

Diversity is finally getting the attention it deserves, but the question remains: are companies genuinely committed to creating inclusive workplaces, or is it just a trend? In sectors like technology, many organisations are keen to balance gender representation, but they often overlook a crucial question: Why should women choose to work for you?

What policies do you have that make your workplace inclusive? What sets you apart from the competition? These are vital considerations that too many companies haven’t even begun to address in their hiring strategies. Despite Australia’s early efforts in equal pay legislation, Australia's gender pay gap remains a significant issue, with recent statistics indicating that it stands at 21.7%.

When someone asks your leadership team, “What are you doing to attract women to your roles?” and the only answer they can muster is “a generous maternity leave policy,” that’s a glaring red flag. It shows a fundamental misunderstanding of what women—and indeed all employees—really seek in their careers today.

It's not just about having a maternity leave policy or a "great workplace." Let's be real – not every woman wants kids, and not every woman is looking for a slower pace, or the traditional 9-to-5.?

There’s a pressing need for more proactive efforts, starting with education and continuing into the workforce.

So, what are women asking for?

1. An ‘Adult’ Culture When it Comes to Flexibility

A common assumption among employers is that the primary desire for women in the workplace is flexibility, rooted in the idea that they are traditionally the main caregivers for kids. While flexibility is undoubtedly important, it overlooks the fact that many women today are without kids and have no desire for families. And you know what? That’s perfectly okay.

What women truly seek goes beyond just flexible hours; it’s about a culture that genuinely values work-life balance. When organisations offer flexibility, it signals a commitment to a healthier workplace environment and demonstrates their cultural values.

Gone are the days when burning the midnight oil for 15 hours a day, seven days a week, was seen as the gold standard. That mentality is outdated and, quite frankly, a recipe for burnout. Employers need to understand that flexibility shouldn't be the sole selling point when attracting female talent. Instead, it should be one piece of a larger puzzle that emphasises respect, inclusivity, and a genuine understanding of the diverse needs of today’s workforce.

2. Representation in Opportunities for Growth and Development

If you look at a leadership team and they don't resemble you – different backgrounds, experiences, everything – you’re not going to see it as a place where you can thrive. It’s hard to imagine heading in a direction where you don’t see yourself reflected. When that connection isn’t there, it’s only natural to seek out an environment where you feel at home and can find “your people”.

It’s not just about equal opportunities; it’s about having clear visibility into potential career paths that can lead to advancement. Women want to see that they can rise through the ranks just like their male counterparts, with equal access to promotions and leadership roles.

From an employer's perspective, this is an attractive proposition as well. Companies that communicate a flexible approach to career progression signal to prospective employees that they value individual aspirations. Instead of a rigid structure dictating one path – entering a role, moving to the next, and so on – employers should encourage employees to shape their own career trajectories.?

This personalised approach motivates employees and helps organisations retain top talent by fostering an environment where everyone feels empowered to reach their full potential.

3. Inclusive Company Culture

Organisations that truly invest in building community among their female employees see significant benefits. What often starts as a simple gathering of women in similar roles – say, female developers sharing their experiences – quickly expands into a broader conversation that encompasses various skill sets and career paths. These gatherings create a safe space where women can discuss not just their day-to-day tasks but also the unique challenges they face as women in the workplace.

This organic formation of a supportive network fosters camaraderie and coaching among peers. It becomes a refuge where frustrations can be shared, biases can be confronted, and advice can be exchanged without fear of judgement. When women feel isolated and unsupported, they are more likely to consider leaving their roles, especially in STEM fields where retention can be particularly challenging.

Just as we turn to friends outside of work for support (whether over a glass of wine or a coffee), we need that same level of support in our professional lives. Successful organisations recognise this need and often build out structured support systems or "guilds" that allow women to connect, share experiences, and uplift one another, ultimately enhancing job satisfaction and retention.

4. Compensation and Benefits

Transparency around salaries is becoming a game-changer in the workplace, yet it’s still a novel concept for many. Organisations like Endeavor Group are setting a powerful example by openly discussing their efforts to close the gender pay gap. In fact, Endeavor has reported a median gender pay gap of -1.7%, meaning women earn 1.7% more than their male counterparts. That’s a bold statement!

At a recent event, when they shared this achievement, it was clear how rare and impactful such transparency is. This kind of commitment makes candidates think twice about their potential future with a company. When you feel valued and see that an organisation invests in equitable practices, it’s easy to envision a long-term career there.

Unfortunately, this level of transparency isn’t yet standard practice. But as more companies adopt it, they’ll enhance their appeal and shine a light on those that aren’t keeping pace. It’s high time for businesses to prioritise and promote pay equity as part of their strategy.

Companies must move beyond outdated assumptions about what women want in the workplace. It’s clear that merely offering maternity leave and flexible hours isn’t enough. Women today seek environments that respect their individuality, provide opportunities for genuine growth, and foster supportive communities.

Organisations that embrace a holistic approach – one that includes transparent compensation practices, diverse representation in leadership, and a culture of inclusivity – will attract top female talent and retain it.?

It's crucial to sit down with female employees and ask them what initially drew them to the business, what has kept them there, and what opportunities and development they’ve received over the years. This kind of insight can be invaluable for shaping a more effective and appealing workplace.