Women in Executive Positions

The latest data from the Workplace Gender Equality Agency (WGEA) reveals both progress and ongoing challenges in female representation at the top:

• Women now hold 35.3% of key management positions across reporting organisations in Australia (as of 2024)
• Only 22% of CEOs in WGEA-reporting organisations are women
• Just 19.4% of ASX 200 board chairs are female, despite an increasing number of women on boards overall
• Over 30% of companies still have no women in executive leadership teams

These figures represent an improvement compared to 2008, when just 10.7% of executive managers were women in ASX 200 companies. However, Australia still lags behind countries like Norway, France, and the UK in terms of gender parity in corporate leadership.

Why Aren’t More Women Leading?

Several structural and cultural barriers continue to limit women’s progress into executive roles. According to WGEA and other leadership research, the most persistent issues include:

• Lack of flexible pathways for women returning from parental leave
• Outdated emphasis on ‘face time’ rather than performance outcomes
• Gendered expectations around caregiving and unpaid labour
• Limited access to operational and line roles—the most common stepping stones to CEO positions
• Persistent gender bias in hiring and promotion processes
• Lack of senior sponsorship and mentoring opportunities for women

Even today, unconscious bias can impact leadership development. Research shows that women are often described as “emotional” or “not assertive enough” while men with the same qualities are praised for leadership potential.

Companies Leading the Way

Despite the challenges, a growing number of organisations are working to close the leadership gap by:

• Setting gender diversity targets for boards and executive roles
• Offering paid parental leave for all genders
• Providing leadership programs tailored to women
• Conducting gender pay gap audits and transparent reporting

Businesses that champion gender equity aren’t just doing the right thing—they’re reaping the rewards. Diverse executive teams have been shown to improve innovation, collaboration, and financial performance.

Pathways to Executive Leadership for Women

If you’re a woman looking to move into senior leadership, here are ways to set yourself up for long-term success:

1. Upskill Strategically

Build your executive toolkit with targeted education in areas like:

• Leadership and Management
• Strategic Business Planning
• People and Culture
• Corporate Governance and Board Readiness

2. Seek Sponsorship, Not Just Mentorship

Look for senior leaders who will not only advise you, but actively advocate for your advancement. Sponsorship is a key driver in helping women reach top roles.

3. Build Visibility and Influence

Whether it’s speaking at industry events, publishing insights, or leading cross-functional teams—develop your leadership brand and expand your influence internally and externally.

Let’s Break the Ceiling—Together

The glass ceiling may not be fully shattered, but cracks are forming. Women are increasingly leading teams, transforming industries, and driving innovation—and with the right support and development, many more are ready to rise.

Ready to take the next step? Explore our flexible leadership and executive courses to prepare for your future in the C-suite.