In
2023,
we
still
have
less
than
35%
of
women
on
boards
in
Australia.
It
seems
that
glass
ceilings
still
exist,
even
on
boards.
Why
are
we
still
so
far
behind
when
it
comes
to
securing
the
top
position,
and
what
can
we
do
about
it?
While
the
representation
of
women
on
corporate
boards
continues
to
increase,
the
number
of
women
leading
boards
still
remains
low
globally.
According
to
the
Australian
Institute
of
Company
Directors,
women
only
make
up
only
34.2%
of
boards
nationally,
even
though
we
make
up
50.2%
of
the
population.
As
a
progressive
country,
it’s
not
all
bad
–
women
comprise
41.8%
of
all
new
board
appointments
in
Australia
as
of
November
2021
–
but
it’s
clear
we
still
have
a
long
way
to
go.
What
are
we
doing
about
it
and
why
does
it
matter?
In
my
experience,
it
all
comes
down
to
diversity.
It’s
the
buzzword
of
the
moment,
but
what
does
it
actually
mean
for
businesses?
A
lack
of
diversity
across
a
workplace,
and
specifically
on
boards,
leads
to
a
lack
of
diverse
perspectives
and
experiences,
resulting
in
narrow
views
of
business
issues
and
limited
problem-solving
capabilities.
The
result?
An
impacted
understanding
and
representation
of
the
needs
and
experiences
of
female
customers,
as
well
as
other
minorities.
But
it
doesn’t
end
there.
It
also
has
a
significant
impact
on
both
employee
and
stakeholder
management,
and,
perhaps
most
importantly,
it
can
result
in
poor
financial
performance.
Benefits
of
women
on
boards
On
the
other
hand,
research
shows
that
companies
with
more
gender-diverse
boards
tend
to
have
better
financial
outcomes
and,
beyond
that,
are
capable
of
more
informed
decision-making,
better
problem-solving
abilities,
higher
levels
of
creativity
and
increased
risk-taking.
While
appointing
a
board
made
up
of
people
from
similar
backgrounds
can
make
for
a
much
more
harmonious
existence,
it
is
far
easier
to
reach
a
consensus
if
everyone
is
starting
from
the
same
place.
But
where’s
the
fun
in
that?
A
boardroom
is
not
the
place
for
one-size-fits-all
decision-making.
Strategies
and
directions
should
be
decided
upon
only
after
rigorous
debate
and
the
considered
input
of
a
range
of
people
with
different
views
and
ideas.
It
is
only
then
that
a
board
can
ensure
that
it
has
arrived
at
the
best
possible
decision.
With
all
of
this
in
mind,
surely
businesses
around
the
world
will
want
to
make
some
changes
to
their
boards.
So
then,
why
are
women
still
behind?
Why
women
are
getting
in
their
own
way
My
theory,
based
on
anecdotal
evidence
from
countless
conversations
with
female
leaders,
suggests
that
numbers
are
low
because
women
are
getting
in
their
own
way.
It
seems
most
women
aren’t
putting
their
hands
up
for
board
positions,
but
why
would
this
be?
The
common
theme
seems
to
be
representation.
Because
women
don’t
see
themselves
represented
at
board
level,
they
are
constantly
questioning
their
ability
to
aspire
to
such
positions.
Without
women
having
the
confidence
to
chase
a
board
position
due
to
a
lack
of
role
models,
we
are
falling
behind
in
a
big
way.
Not
only
are
women
lacking
confidence,
but
often
they
also
don’t
even
realise
that
they’re
qualified
enough.
Research
suggests
that
women
only
apply
for
roles
when
they
feel
they
are
100%
qualified
for
the
position,
while
men
are
happy
to
apply
if
they
meet
60%
of
the
criteria.
When
it
comes
to
board
positions,
it
seems
the
rule
still
applies.
Many
women
will
find
it
hard
to
prove
a
“track
record”,
which
only
means
that
the
cycle
continues,
with
inexperience
being
both
the
justification
for
and
the
result
of
keeping
women
off
boards.
And,
of
course,
there’s
the
age-old
adage
that
points
to
the
continued
existence
of
an
old
boys’
network
that
prevents
women
from
entering
the
“inner
circle”.
Where
to
next
What
can
be
done
about
this
issue
we’re
facing?
Firstly,
we
need
to
see
businesses
actively
looking
for
women
when
hiring
for
board
positions
so
that
we
can
start
seeing
more
women
in
senior
roles
and
encouraging
women
to
apply
for
board
appointments.
Organisations
should
make
it
clear
to
the
public
that
having
a
diverse
board
is
a
priority
for
them.
It
is
up
to
each
individual
organisation
to
ensure
that
they
have
a
female
leadership
program
in
place
to
nurture
and
support
their
top
female
talent.
Secondly,
we
need
to
see
more
women
helping
women.
Women
in
current
board
positions
need
to
take
an
active
role
in
recruiting
more
females,
showing
the
way
to
open
doors
to
encourage
more
women
to
apply.
This
could
be
as
simple
as
assisting
women
to
write
their
Board
CVs
or
spreading
the
word
about
positions
in
the
market,
or
could
involve
more
considered
mentorship
efforts
or
sponsorship
roles.
Finally,
we
need
to
make
training
opportunities
accessible
to
women.
The
Australian
Institute
of
Company
Directors
has
taken
a
step
in
the
right
direction
by
making
its
courses
more
accessible.
Where
previously
it
was
run
as
a
full-day
course
over
five
days,
which
made
it
difficult
for
many
women
to
attend
due
to
domestic
responsibilities,
they
are
now
offering
the
course
through
self-paced
options.
This
opens
the
door
for
more
people
to
take
the
course,
especially
those
from
minority
groups.
Conclusion
While
there
is
no
specific
number
of
women
that
need
to
be
present
on
a
board
to
make
a
difference
to
corporate
culture,
it’s
clear
that
an
improvement
must
be
made.
Each
company
is
unique,
and
the
impact
of
gender
diversity
on
corporate
culture
can
vary
depending
on
various
factors,
such
as
the
size
of
the
board,
the
existing
corporate
culture,
and
the
level
of
engagement
of
the
board
members.
However,
research
has
shown
that
even
having
a
small
number
of
women
on
a
board
can
have
a
positive
impact
on
the
culture
of
a
company
and,
as
the
number
of
women
on
a
board
increases,
so
does
the
positive
impact
on
corporate
culture.
About Author
