FROM POLICY TO PROGRESS: THE ROLE OF GOVERNMENT IN DRIVING STRUCTURAL CHANGE FOR GENDER EQUITY
Liska Turner
Executive Search | Government, Nonprofit and Education | Career Strategist
My parents were instrumental in how I shaped my world view of what was possible for me as a young woman and they supported me in all the ways as I made my way in the world. The sad reality is that not everyone is afforded that opportunity.
So, as International Women's Day approaches, I'm reflecting on the critical role governments play in creating structural change for gender equity.
In the same way, Chief Executive Officer’s and Board Chairs set the cultural values of an organisations, governments have a role to play in setting standards and expectations that promote the social and economic participation of ALL its citizens.
The data tells a compelling story:? The good news, women's workforce participation in NSW has increased from 54% in December 2001 to 61% in December 2023.
However, women continue to work fewer hours than men, they are more likely to be underemployed and spend longer periods of time out of the workforce. The gender pay gap, workforce 'gender-segregation' and caring responsibilities are further barriers that mean potentially up to 30% of women never re-enter the workforce.?
Change takes both time and commitment. The following policy initiatives are examples of how the NSW Government aims to accelerate progress by tackling structural inequities.
Gender Impact Assessments: NSW now requires gender impact assessments for all new policy proposals over $10 million. This ensures gender considerations are embedded at the inception of programs rather than added as an afterthought. By analysing how policies may impact women and men differently, the government can design more effective and equitable solutions.
Gender Equality Action Plans: Departments must develop and submit Gender Equality Action Plans to Women NSW, creating accountability through data analysis and public reporting. These plans help identify gaps and barriers specific to each department and establish measurable targets for improvement.
Infrastructure Skills Legacy Program: This initiative sets targets for increasing women’s representation in trades and non-traditional roles, aiming for 15% participation by 2030.
Gender-Neutral Parental Leave: NSW has redesigned its parental leave policy to be more inclusive and equitable. The policy now provides up to 14 weeks of paid leave regardless of gender, with an additional two-week "bonus leave" when both partners share the caring responsibilities. Research consistently shows that shared caregiving is one of the most significant enablers of women's workforce participation and advancement.
The NSW Government’s long term commitment to gender equity is evidenced by the 2024 Workforce Profile Report where 49% of the senior executives are women. Not only does this allow for diversity of thinking, it role models to all employees that women are capable of executive career paths.
Education is a key social determinant and Year 12 completion rates for girls (75.8%) now significantly outpace those for boys (65.6%), showing how targeted interventions can create generational change. However, the aforementioned workforce 'gender-segregation' and caring responsibilities can impact women post schooling. Examples of NSW Government’s investment in supporting impacted women are:
Supporting Women in Business Grants: This program funds NSW organisations to implement tailored projects that connect women in small business or looking to start or grow a small or micro business with the right resources and support to ensure success.
Return to Work Pathways Program: This program funds NSW organisations to implement projects that support women from priority cohorts who are experiencing persistent barriers to employment to gain increased work readiness and to secure sustainable employment.
Future Women Jobs Academy: The program will support 1000 women over a two-year period to equip them with the necessary supports to enter, progress and succeed in paid employment and build careers that benefit them for the long-term. The program is particularly focused on providing access to Aboriginal and Torres Strait women, women from culturally diverse backgrounds, women with disability?and women living in regional, rural, and remote areas.
These initiatives aren't just about equity – they're about economic resilience and the economic case is clear. The NSW economy would increase by 8% by 2061 if women participated in the paid workforce at the same rate as men over the next 20 years.
As search professionals, we see first hand how these systemic changes create pathways for talented women to advance. When governments lead by example, they set standards that influence organisations across all sectors and build both social cohesion and economic resilience for the future.
?#InternationalWomensDay #GenderEquity #Leadership #PublicSector #WomenInLeadership
Thanks for sharing Liska Turner! So sorry for your loss x
Recruitment Manager at Beaumont People | HR & Corporate Services, health and Community Services Specialist | Connecting HR Talent to Charities | Passionate about the Community Housing Sector
1 周An enjoyable read Liska, it's great to see some progress. What a beautiful photo of you and your dad.
Board Chair & NED ?? Strategic Leadership ?? Governance ?? Stakeholder Engagement ?? Industry Development ?? Transformational Change ?? AFR 5 Most Powerful in Property 2023 ??
1 周A lovely read and great links, thank you
Corporate Services Specialist Recruiter - Providing Temporary and Permanent Solutions for NFP Organisations
1 周Beautiful, Liska, thank you for sharing. I am so sorry to hear about your Dad.
Chief Executive Officer Australian and New Zealand Urogenital and Prostate (ANZUP) Cancer Trials Group Ltd. Adjunct Professor, School of Clinical Medicine, UNSW Sydney, Honorary Senior Fellow TGI, FRSN, AAICD
1 周Beautiful Liska, and terribly sorry to hear about your dad ??