Setting the Stage: The Urgency of Workplace Reform
Our latest event brought together two leaders – Annika Freyer, CEO of the Champions of Change Coalition, and Emma Walsh, CEO of Parents At Work and Founder of Family Friendly Workplaces. The discussion explored how businesses can drive systemic change by embedding family-inclusive policies that foster gender equality, improve retention, and fuel economic growth.
The Gender Pay Gap: The Role of Workplace Policies
With new WGEA reporting on the gender pay gap set to be released we can’t underestimate the power of transparency and data in driving real change:
“The gender pay gap is not just about equal pay for equal work, it’s about the structural issues that keep women earning less. Closing the gender pay gap really requires shifting how workplaces are approaching caregiving.” – Annika Freyer
Historically, caregiving responsibilities have fallen disproportionately on women, limiting their career progression and financial security. Organisations must move beyond compliance and actively dismantle these barriers.
The Employer’s Role: Beyond Government Mandates
While policy frameworks provide the foundation, real change happens within organisations:
“The private sector can be leading or ahead of the charge, it doesn’t have to be mandated by law in order to drive change.” – Annika Freyer
Employers hold the power to implement progressive policies that normalise shared caregiving, retain talent, and future-proof their workforce. Some of the most effective strategies include:
- Gender-neutral parental leave policies
- Paid superannuation on unpaid parental leave
- Flexible role design to accommodate caregiving responsibilities
Breaking Down Barriers for Men: The Missing Link in Gender Equality
One of the biggest challenges remains shifting outdated workplace norms around caregiving, particularly for men.
“At some point, every one of us in our lives will be a carer, whether for children, older parents, or someone living with a disability. Workplaces that embed support for carers see higher retention, engagement, and productivity.” – Annika Freyer
Removing ‘primary’ and ‘secondary’ carer labels are critical to encouraging more men to take leave and share caregiving responsibilities.
Flexibility at Risk: The Fight for Choice
“The future of work is about choice and agency… It’s about creating workplaces where everyone can thrive.” – Annika Freyer
Organisations need to rethink how they approach flexible work policies, ensuring they don’t inadvertently push women out of leadership pipelines or create additional burdens for those managing caregiving responsibilities.
“We expect work to seamlessly integrate into people’s homes, yet we have not invited family into workplaces. Flexibility must be a two-way street that values employee needs alongside business goals.” – Emma Walsh
Companies that take a one-size-fits-all approach to return-to-office policies will struggle with employee engagement and retention. Leaders must consult their workforce, use data to guide decisions, and focus on outcomes rather than outdated models.
Measuring Progress: The Family Friendly Workplaces Benchmarking Tool
The data speaks for itself:
- 65% of employees in certified workplaces reported better work-life wellbeing.
- More men are taking parental leave—but work remains to close the participation gap.
- 64% of certified workplaces now have formal care policies in place.
“Investment in family-friendly policies is not just a social good, it’s an economic imperative.” – Sarah Cleasby
Start Your Benchmarking Journey Today
“Businesses that prioritise caregiving support will not only close the gender pay gap but also foster a more engaged, productive, and resilient workforce.” – Annika Freyer
With over 650 workplaces assessed and 150+ officially certified, Family Friendly Workplaces is leading the charge toward truly inclusive work environments.
If your organisation hasn’t yet taken the Benchmarking Assessment, now is the time. Start your journey towards certification and recognition as a family-inclusive employer
