Want to know how? Do these SIX things consistently.

In less than 24 hours, the 2023-24 Gender Pay Gap data will be released by the Workplace Gender Equality Agency (WGEA).

In less than a week, the WGEA will publish gender pay gap data for Australian businesses with 100+ employees.

Leaders from not just Australia, but also Singapore, UAE, Canada, USA, and India are stepping up.

Is it built on clear strategy... Or just luck? The best companies don’t wait until a leadership gap appears—they build talent systematically.

In a month, the 2025 WGEA pay gap data will be public. The best companies are getting ahead—others will be forced to react.

Today was special. After nine years in storage since we returned from the US to Melbourne, we finally hung it up.

Have a plan. Don’t just hope for the best.

We’re at an inflection point. DEI fatigue. Backlash. The Talent Pipeline Crisis. With so much confusion about what to do next, leadership clarity is critical.

But without it, nothing works. That’s me with my girls, many years ago on a trip back to India. They’re young adults now and about to enter the workforce.

Strengthen your talent pipeline and close the gap! Most leaders think of gender equality as a social issue—but the data tells a different story.

Move beyond symbolic gestures this International Women's Day.

Nearly three hours of mailing out another 15+ copies of my whitepaper: Closing the Gender Pay Gap & Accelerating Women into Leadership Roles.

Struggling with DEI while keeping business performance top of mind? Stay ahead without overcomplicating DEI—go back to the basics.

DEI isn’t just about social impact—it’s a business necessity. With shifting labour pools, a more diverse workforce, and changing consumer power, diversity is shaping the future of work.

Last year was full of memorable moments—leaving corporate after three decades, embracing uncertainty, and taking the leap into my own consulting practice.

I’ve analysed 20+ global reports from the last 48 hours on how senior leaders are responding. Here’s what I found.

You're not the only one. As a female leader, you don’t want to be pushed into a role just to meet a quota—you want to earn it based on merit.

Thank you for the overwhelming response—I’ve been surprised by how many of you have asked for a copy.

It’s easy to get lost in the details of the plan and the countless levers you can pull. However, addressing the gender pay gap isn’t a one-action strategy.