We’ve Been Looking at Work, Care, and Leadership All Wrong
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If we want to close the gender pay gap, we need to stop designing for outdated assumptions about who cares, who works, and who leads.
Here’s the full five-part series in one place—each insight paired with practical actions drawn from my whitepaper, Closing the Gender Pay Gap: A Strategic Guide for Leaders.
1️⃣ Dual Careers Are Now the Norm
📈 In 2022, 71% of couple families with kids under 15 had both parents in paid work—up from 40% in 1979.
Yet many workplaces still operate as if one parent stays home.
Leaders, this means:
• Design jobs for flexibility, not visibility
• Audit policies for dual-career compatibility
• Measure impact on retention, not just access
2️⃣ The Motherhood Penalty Starts Shockingly Early
🍼 Only 60% of partnered mothers and 29% of single mothers with infants are employed. Most return later—but at a cost.
Leaders, this means:
• Build structured return-to-work pathways
• Promote women who’ve navigated care
• Stop confusing part-time with part-potential
3️⃣ Leave Isn’t the Problem—Re-entry Is
📉 32% of mothers of infants are “employed” but on zero hours. In 1991, it was just 5%.
Leaders, this means:
• Plan re-entry before the leave starts
• Reboard with purpose, not just paperwork
• Assign mentors and track post-return progression
4️⃣ Men Want to Care—Systems Hold Them Back
👨👧 Fathers’ part-time work doubled to 12% since 1991—but still signals stigma.
Leaders, this means:
• Celebrate male carers out loud
• Track uptake of flex by gender
• Model care as a leadership trait
5️⃣ Families Are Diverse—Policy Often Isn’t
👩👩👧 Same-sex female couples show similar gendered patterns as others. 👨👨👧 Male couples are more likely to both work full-time.
Leaders, this means:
• Use inclusive, gender-neutral policy language
• Audit benefits across all family structures
• Spotlight diverse stories internally
Closing the Gap Requires Systems, Not Slogans
We won’t move the dial with good intentions. We need data, design, and accountability.
My whitepaper breaks down four practical steps—Set Targets, Assess Potential, Build Plans, Monitor Progress—with case studies and templates to help you lead this change. Message me for a copy.
Which of these insights hits closest to home in your organisation?
A former Board Member, CPO, and 2022 HR Leader of the Year, Anoop creates the space for C-suite leaders to turn complexity into clarity and strategy into action.
