The Barriers Women Face When Progressing To Leadership
EVEN Co-Founder Dr Nora Koslowski was recently interviewed by HRM Online.
Nora reflected on Australia’s gender equality efforts, and shared that there have been significant gains on the policy and organisational front, such as recent government changes to paid parental leave – which increases from 20 to 26 weeks in 2026.
Nora also highlighted seeing companies adopting progressive grandparents' leave, menopause leave, and other kinds of fertility leave, as hopeful signs of progress.
EVEN Co-Founder Dr Nora Koslowski
However, Nora shared recent research which shows that:
The rate at which women are hired into leadership is currently declining
The broken rung remains an issue: for every 100 men who received their first promotion to manager, just 81 women were promoted
There are only 25 women CEOs across the ASX300.
Together, the research paints a picture of a leadership divide between men and women which starts early on in their careers, and which widens the more senior they are in the hierarchy.
So what can be done?
Here at EVEN, we are advocates for focusing on the problem where it occurs (early career), rather than only at the top, where the issue is most visible. In their early career, women benefit from sponsorship, from highly visible growth opportunities, and from access to role models and mentors. Early career is a significant time for women because this is typically a time where a lot of personal life and professional career decisions overlap.
And for organisations, it’s time to question what those on the leadership path look like (or work like). Can we overcome the norms of an ideal worker, who is always available and has no demands on time other than work?