Pathway to Success: Accelerating Women in Leadership

Despite world-class innovation and global reach, women's workforce participation has stagnated at 27%; only 9% of Chief Executive Officers are women; and 41% of industrial boards have no female directors. These aren’t just numbers; they are signals of untapped potential and missed opportunity.

But the tide is turning.

Following an insightful panel event in collaboration with EnergyAustralia, bp Australia, and the Workplace Gender Equality Agency, it was clear there is a genuine appetite for bold change. The message from industry leaders was unanimous: incremental progress is no longer enough. The time for decisive action is now.

“Pathway to Success” is our most recent whitepaper capturing the most impactful strategies and real-world outcomes shared by the panel’s trailblazing Chief Executive Officers. It’s not a theory but a practical blueprint for accelerating gender equity in every corner of Australia’s industrial landscape, from Aerospace, Defence & Security, Energy & Natural Resources, Infrastructure & Transportation, to Manufacturing and Process Industries.

Special thanks to our distinguished panellists:

• Lucy Nation, Country President, bp Australia
• Mark Collette, Managing Director, EnergyAustralia
• Mary Wooldridge, Chief Executive Officer, Workplace Gender Equality Agency (WGEA)
  
  

Leadership Accountability: Making Equity a Business Imperative

Our panellists emphasised that visible leadership commitment is essential. As Mary Wooldridge noted, women’s representation in the industrial workforce has remained static for over a decade. Progress requires more than policy; it demands measurable targets, transparent data, and accountability at every level. Mark Collette described how EnergyAustralia embedded gender equity into business reviews and succession planning, ensuring leaders are held responsible for outcomes. 

Key insight: Treating gender equity as a business imperative, alongside operational and financial performance, drives real change.

Culture Change: Creating Environments Where Women Thrive

Representation is not enough; inclusion is critical. Mark Collette shared how achieving gender balance on his executive team led to more inclusive meetings, improved collaboration, and broader strategic conversations. EnergyAustralia’s “At Our Best” initiative was shaped by listening to women’s experiences and addressing barriers to belonging. Lucy Nation highlighted that a critical mass of women in leadership normalises diversity and inspires others. Culture is shaped by everyday behaviours, not just policies.

Key insight: Inclusive cultures are built through intentional design of behaviours, norms, and environments. Belonging unlocks performance.

Flexibility and Support: Retaining Talent Through Life’s Transitions

Retention hinges on flexibility. Mary Wooldridge highlighted that only 6% of industrial sector employees work part-time, compared to 21% across all industries. EnergyAustralia introduced 20 weeks’ paid parental leave for all genders and continued superannuation contributions during leave. Mark Collette explained that normalising men taking parental leave reduced stigma and supported women’s career continuity. Lucy Nation’s personal story illustrates how flexible arrangements and supportive colleagues enable women to thrive at every stage.

Key insight: Flexibility is a strategic enabler. Supporting life events keeps talent in the pipeline and builds loyalty.

Sponsorship and Advocacy: Bridging the Mid-Career Gap

Mentorship and sponsorship are transformative. Lucy Nation emphasised the importance of tailored support to help women navigate career inflection points. Mark Collette described how EnergyAustralia tracks promotion rates by gender, identifies “broken rungs,” and ensures targeted development for high-potential women. The panel agreed that leaders must not only advise but also actively advocate and open doors for women.

Key insight: Sponsorship accelerates progress. Leaders must champion women into stretch roles and senior positions.

Challenging Bias and Redefining Merit

The panel challenged narrow definitions of merit. Mark Collette and Lucy Nation discussed how diverse shortlists, mixed interview panels, and a focus on transferable skills have led to stronger, more innovative teams. Lucy Nation urged leaders to use data to identify gaps and take bold, practical steps to close them.

Key insight: Redefining merit uncovers overlooked talent and drives better outcomes.

Our panellists are not waiting for permission. They are setting targets, redesigning culture, normalising flexibility, sponsoring women into leadership, and challenging bias. These are proven strategies that deliver stronger teams, smarter decisions, and more resilient organisations across every sector.

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Get in touch. Follow the links below to discover more about our Industrial Practice, or contact our dedicated leadership experts from your local Odgers office here.