The data is clear: Workplaces that prioritise gender equality see higher productivity, better profitability, and stronger employee engagement.

 

Yet, despite growing awareness and legislative support, many employers still fail to address the key drivers of workplace inequality, including outdated policies on caregiving and flexibility.

 

A recent report by the Workplace Gender Equality Agency (WGEA) found that more companies in Australia are reviewing gender pay gaps, with a 60% increase in employer participation in gender pay audits. However, achieving real equality isn’t just about salaries, it’s about removing systemic barriers that prevent women from fully participating in the workforce.

 

One of the biggest barriers? Lack of family-friendly workplace policies.

 

Why Family-Friendly Policies Are Key to Workplace Gender Equality

 

Workplaces that fail to support flexible work, paid parental leave, and caregiving responsibilities are inadvertently widening the gender gap. Women still take on the majority of unpaid caregiving duties, and when workplace policies don’t accommodate this reality, it forces many women to work fewer hours, take career breaks, or leave the workforce altogether.

 

As Mary Wooldridge, CEO of WGEA, highlights in the article:

 

“For many employers, the (gender pay gap) average is higher than the estimated median pay gap, giving credence to the common refrain from businesses and leaders that ‘we don’t have enough women in senior roles.”

 

But why don’t women hold more senior roles? Because workplace policies often fail to support the career progression of women juggling work and caregiving.

 

According to our Family Friendly Workplaces data, organisations that adopt family-inclusive policies see increased retention, engagement, and productivity.

 

Research shows that:

 

• Flexible work arrangements reduce burnout and increase productivity for all employees, not just caregivers.
• Paid parental leave for both parents helps normalise caregiving responsibilities and reduces the ‘motherhood penalty.’
• Access to affordable childcare ensures that parents, especially women, can remain in the workforce without sacrificing career growth.

 

The Risk of Inaction: Why Employers Must Act Now

 

Wooldridge warns that employers who fail to address gender pay gaps and workplace inequities will face serious consequences:

 

“With so much to gain, employers should consider the risk of inaction carefully.”

 

And she’s right. Companies that don’t implement fair policies risk losing top talent, suffering lower employee engagement, and falling behind competitors who prioritise inclusion.

 

If workplaces truly want to achieve gender equality, they must go beyond pay gap reporting and actively implement policies that support all employees, especially those with caregiving responsibilities.

 

The question every employer should ask is: Is our workplace truly inclusive, or are outdated policies still holding us back?

 

Want to be part of the change?

 

Take the first step in accessing your organisation’s policies by completing the free online Benchmarking Assessment.