Across Australia this International Women’s Day, businesses are waking up to a long-overdue truth: more women in leadership isn’t just a diversity checkbox—it’s a game-changer for innovation, decision-making, and business performance. Yet, despite progress, women remain underrepresented at the top. According to the Workplace Gender Equality Agency (WGEA), women make up just 19.4% of CEOs and 32.5% of key management positions in Australian businesses.
So, what needs to change? And how can businesses follow suit?
1. Inclusive leadership is the key to breaking barriers
One of the biggest challenges women face on the path to leadership is lack of support from existing leaders. Too often, leadership teams unconsciously favour candidates who fit a traditional, male-orientated leadership mould.
The solution? Train leaders to be inclusive and proactive in developing female talent.
At Asuria, this commitment to inclusive leadership is delivering real results. According to the 2025 Inclusive Employer Index by Diversity Council of Australia, a remarkable 67% of Asuria’s managers were rated as inclusive leaders—far exceeding the Australian workforce average of 31%.
Why does this matter? Because the more inclusive a leader is, the more likely they are to recognise and develop diverse talent, challenge unconscious bias in hiring and promotions, and actively support women’s leadership growth.
Businesses that want to see more women in leadership should invest in training their leaders to champion diversity—not just in words, but in actions.
2. Mentorship and sponsorship matter
Women don’t just need encouragement—they need active sponsorship and mentorship to break into leadership roles. Studies show that women are often over-mentored but under-sponsored, meaning they receive plenty of advice but fewer direct career opportunities, according to a World Economic Forum article.
At Asuria, fostering leadership growth isn’t left to chance. A strong commitment to mentorship and career development ensures women receive the support, guidance, and feedback they need to progress.
According to the 2025 Inclusive Employer Index, 92.5% of women in inclusive teams at Asuria reported receiving helpful performance feedback, compared to just 68.9% in non-inclusive teams. This proactive approach ensures that women have access to career development opportunities, making leadership pathways more accessible and equitable.
For businesses looking to replicate this success, the takeaway is clear:
- Mentor, but also sponsor—advocate for women’s promotions, not just their professional development.
- Formalise mentorship programs—mentorship should be intentional, structured, and tied to leadership pathways.
3. Flexibility is non-negotiable for future leaders
Despite the progress towards gender equality at the heart of International Women’s Day, many women still face an unspoken dilemma: Can I pursue a leadership role while managing family or caregiving responsibilities?
Too often, the answer is "not easily"— especially in businesses that still equate leadership with rigid workweeks. The reality is, if workplaces aren’t actively creating flexibility, they’re cutting off their own pipeline of future female leaders.
Businesses looking to attract and retain more female leaders should consider embracing flexible hours and hybrid work options, empowering women to lead without sacrificing work-life balance; measuring success by impact, not how long someone sits at their desk; and normalising flexibility for everyone, so it’s not just seen as a “working mum” perk, but a leadership enabler for all.
4. Tackle everyday exclusion and bias
It’s not always the big, headline-grabbing cases of discrimination that hold women back, it’s often the subtle, everyday exclusionary behaviours that make leadership feel out of reach.
This points to a major cultural challenge: many women still don’t feel fully included, valued, or seen as fit for leadership.
At Asuria, inclusive leadership training, mentorship, and clear career pathways help combat this issue by ensuring women’s contributions aren’t overlooked.
For workplaces looking to foster truly inclusive environments, leaders must:
- Call out exclusionary behaviours—even the small ones.
- Ensure women are included in key decisions and leadership discussions.
- Challenge outdated assumptions about leadership styles
The road ahead: what every Australian business should be doing
While progress is being made, there’s still a long way to go before women achieve true leadership equality in Australian workplaces.
Businesses serious about change need to train leaders to be inclusive and proactive in developing female talent; provide structured mentorship and sponsorship programs that actively push women into leadership roles; offer real, meaningful flexibility that allow women to lead without compromising personal commitments; and create a workplace culture where women feel seen, heard, and valued as future leaders.
"Getting more women into leadership isn’t just about being fair—it’s a smart business move,” says Asuria Australia CEO Nicole Grainger-Marsh.
“When we back women, we’re betting on fresh ideas, better decisions, and companies that thrive. It’s about building a future where everyone wins—businesses, teams, and communities alike."
Australia’s future leaders are ready; it’s up to businesses to give more women the platform they deserve, so let’s make this year’s International Women’s Day the next step on that journey.
Written by Nicole Grainger-Marsh, CEO, Asuria Australia
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