Want to close the gender pay gap in your business?

Here’s how they’re doing it—and what your company can steal.

These two beauties in the picture have clocked up almost 47,000 kms between them!

New research from the Australian Institute of Family Studies reveals five trends reshaping how families work—and what leaders need to do to stay ahead.

If your policies only work for the ‘average’ family, they’re not working.

Flexibility isn’t just a women’s issue. But we still treat it like one.

On paper, she’s employed. In practice, she’s invisible.

“Career break” shouldn’t mean “career setback".

The latest research from the Australian Institute of Family Studies reveals five game-changing trends in how families with children navigate work.

Even when women stay, they’re still advancing more slowly.

Did you know one of the most overlooked drivers of the gender pay gap is part-time work?

If you think the gender pay gap starts in senior leadership, you're already 10 years too late.

Are you going to lead... Or follow?

Gender Equity Is Now a Legal Obligation.

The real driver of the gap is a work experience gap, explaining nearly 80% of the total difference between men and women.

In case you are just catching up, the law just got amended in Australia last week requiring every workplace with more than 500 employees to select at least 3 Gender Equality Indicators (GEI) and set targets to demonstrate progress over three years.

Last Wednesday (March 26), the Australian Parliament passed a key amendment to the Workplace Gender Equality Act 2012—and it just gave the law more teeth.

If you’re a Board Member or part of the C-suite, chances are your calendar looks like a colour-coded war zone and your dashboard has more metrics than the cockpit of a Boeing 787.

With 2000 ASX-listed companies, each with a CEO, the leadership pipeline is missing women.

The gender pay gap isn't just about fairness—it's a $128 billion opportunity for businesses to drive growth, enhance reputation, and create inclusive workplaces.