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Women As Leaders


Today more than ever, organisational success depends on leveraging diversity of leadership: to harness talent, improve the quality of decision-making, provide inspiration, role modelling and real change.

In spite of progress made by women in management particularly in frontline roles, recent statistical revelations about the status of women and work is concerning. In general, the advancement of women is sadly lacking and Australia continues to be under-represented particularly in the upper levels. Furthermore the gap between male and female wages is widening according to  the latest workplace survey figures. Currently the average full time wage for a women is about 82 cents for every dollar earned  by a man in a fulltime job.

Part of the reason for this widening pay gap is that in  virtually all sectors, Australian women are under-represented in leadership positions.

The Equal Opportunity for Women in the Workplace Agency (EOWA) 2012 Census of Women in Leadership shows that women only hold 9.2% of executive roles in ASX500 companies. Furthermore, only 12 ASX500 companies have female CEOs. The EOWA has been collecting data since 2002 on workplace leadership and sadly it is evident there has been minimal improvement in gender disparity.

Unless systemic change in gender diversity in leadership is achieved, there is little chance of the disparity improving on its own. Much has been written about the evident need for substantive gender equality and yet progress is slow. Given the current gender bias women are employed in roles where their productivity is simply not maximised.

Furthermore, women lead differently and research shows that women bring characteristics and capabilities that address many of the leadership challenges that organisations currently face.

The Women as Leaders program was first delivered on behalf of the Commonwealth Regional Directors in 1994. It has provided a platform for many thousands of women to access management and leadership positions. Delivered […]

Finding the Right System for your Training Management Needs

Ready to take the next step in purchasing a new management system to streamline your training business? Before diving into the endless sea of options, you should first determine what features are necessary for your RTO’s success – in other words, the ‘must-haves’.

LMS, SMS or TMS? By the time you start building a list of potential products, you should already be well aware of the difference between these three system types and the functions each can offer your business.

Most commercial products on the market are actually a hybrid of two or more systems, compiling the most ‘in-demand’ industry functions into one multipurpose solution. However, what might be important to another training business might not be necessary for yours, so when considering pre-packaged options, make sure that your ‘must-haves’ are included. This is where things get tricky, because it can be hard to find a truly end-to-end solution with everything you could ever want or need. With that being said, it doesn’t mean you should make sacrifices, even if you have to be the Goldilocks of management systems until you find the one that’s ‘just right’.

Many software companies offer customisable products where you can pick and choose which functions you need/like from all three systems. Custom work is often more expensive though, so make sure you put the ‘must-haves’ absolutely first, saving the ‘nice-to-haves’ for whatever is left-over from your budget.

Never settle on a product based solely on a cheap quote! Compromising for the sake of your bank account will ultimately come back to haunt you in the long run when you discover that the system cannot handle all the tasks you require of it.

Your management system should be a means to renovate and improve your overall business model; […]