A Persistent Gender Gap 

Despite growing awareness, Australia continues to face a significant pipeline issue when it comes to women in STEM. According to the 2023 STEM Careers Pathways report: 

  • Only 20% of domestic IT Bachelor students and 19% of engineering students are women. 
  • In the workforce, just 16% of STEM-skilled roles are held by women. 

This underrepresentation is not just a diversity issue; it’s an economic one.

 

The Cost of Missed Potential 

Australia is in urgent need of skilled professionals in areas such as: 

  • Electrical trades and engineering 
  • Process automation 
  • AI and data analytics 

Closing the STEM gender gap could deliver a major economic boost. If women’s workforce participation matched that of men, the country’s GDP could grow by 8.7% or $30.7 billion by 2050. That’s the equivalent of one million additional full-time qualified workers entering the economy. 

Beyond economics, better gender balance improves business performance. Research shows it’s linked to stronger innovation, productivity, safety and engagement.  

This is where lever six of NAWO’s Nine Levers for Gender Balance comes in: Embracing a diverse talent pool through hiring, promotion development and remuneration  

When companies can: 

  • Widen access to STEM opportunities through sponsored and equitable traineeships, apprenticeships and graduate programs 
  • Ensure merit based appointments to well defined and scoped jobs
  • Promote visible leadership pathways 
  • Ensure systemic equity, including fair pay and progression 
  • Inspire the next generation by speaking to young girls and women about jobs and professional career pathways in a compelling way

They build an organisation where a diverse workforce isn’t just welcomed, it’s actively developed, fairly rewarded, and promoted.  

 

Widening access to STEM through well designed traineeships, apprenticeships and graduate programs

Whilst sourcing suitably qualified talent remains a challenge, it is incumbent upon organisations to prioritise ‘growing’ talent from within. Well resourced and strategically developed training and development programs, either designed and delivered in-house, or in collaboration with partner RTO’s, TAFE’s or Universities, enable businesses to focus their recruitment efforts on attracting and selecting for potential and capability rather than skillset and experience. This opens the door to attracting more diverse talent, including women.

Many of our NAWO members have strong Graduate Programs in place, with gateway targets set for gender balanced participation. Rotational programs that offer graduates exposure to all functions within the business can help attract women to operational functions and disciplines, even if from non-engineering degrees.

Partnering with local VET’s and RTO’s to deliver comprehensive traineeships, that incorporate micro-certification and/or diplomas, can open the gates to young women leaving school (years 10-12), to women looking to switch career (for example; nurses, teachers, physios etc retraining to work in technical front line operational role and supervisory positions) or to women looking to re-enter the workforce having taken time out as primary carers. There are many operational roles that are suited to this approach, including digital process automation and AI,  data management and analysis and cyber security in advanced manufacturing, transport and logistics and supply chain.

Organisations can utilise the NAWO network, alongside your internal training programs, to ensure women entering into male oriented teams are well supported. We can help you ensure women are onboarded effectively, facilitate mentoring support, ensure due consideration is given to appropriate facilities and amenities, and provide practical support to frontline and middle leaders to ensure they are leading their teams as inclusively as possible. Contact us at [email protected] to discuss what we can tailor to suit your needs.

 

A well defined and scoped job is the foundation for  ‘merit based’ appointment

A well-executed job analysis plays a pivotal role in breaking down barriers to gender diversity in historically male-oriented roles. By clearly defining the core responsibilities, required skills, and success criteria of a role, with a focus on capability, organisations can strip away unconscious biases and legacy assumptions that may have historically shaped job descriptions to reflect masculine-coded language or expectations. Whilst there are a number of STEM jobs that will require pre-requisite technical skills, qualifications and relevant experience, there are also some that can be learned on the job, when partnered with mentoring, leadership development, micro-credentialing, or traineeships and apprenticeships. Operational leadership roles do not necessarily have to draw from a purely technical talent streams, and many leadership competencies are transferable between industries and professions. 

Role clarity allows employers to identify and remove unnecessary criteria that may deter women – such as inflated years of experience requirements or vague leadership traits that favour dominant styles over collaborative ones. Merit based selection can be assured only if job scoping is done well.

Job scoping/analysis is not just a technical HR step; it’s a strategic tool for building inclusive workplaces and opening doors to leadership for women. NAWO’s DEI Consultant can provide advice to help our members ensure key roles are scoped effectively. Contact us at [email protected].

 

You can’t be what you can’t see – promoting visible career pathways

Clear and transparent career pathways for women in operations are essential to fostering equity, retention, and long-term success in the workplace. Operations roles often lack visibility and structured progression, which can disproportionately impact women who may already face systemic barriers to advancement. By clearly defining roles, expectations, and growth opportunities, organisations empower women to envision a future within the company and build a culture of trust and accountability. A key part of this process is the role of sponsors—senior leaders who actively advocate for women, opening doors to stretch assignments, promotions, and strategic projects. Unlike mentors who offer advice, sponsors use their influence to ensure women are seen, heard, and considered for advancement. Their support is vital in navigating informal networks and surfacing opportunities that might otherwise remain inaccessible. Together, transparent pathways and strong sponsorship drive diverse leadership, enhance team performance, and create a more inclusive operational environment.

NAWO is keen to help member organisation pilot formal sponsorship and career pathing program called ADVANCE please contact us at [email protected] to express interest.

 

Ensuring systemic pay equity

Achieving systemic pay equity requires a deliberate, data-driven approach that addresses structural inequalities and unconscious bias across all levels of an organisation. It begins with conducting a comprehensive pay equity audit to identify disparities, followed by setting clear goals and implementing transparent remuneration policies. Leadership commitment is crucial—executives must champion equity as a strategic priority and embed it into performance, promotion, and hiring practices.

NAWO member companies taking strides forward in Pay Equity

  • GrainCorp has emerged as a standout example, achieving one of the smallest gender pay gaps in the ASX 200—just 0.3% . Their success stems from embedding inclusion into their core culture, implementing flexible work policies, and actively sponsoring women into leadership roles.
  • Lion has also demonstrated strong performance, with a median gender gap of just 1.4%, well below the national average. Their approach includes transparency, leadership accountability, and proactive workforce planning.
  • Treasury Wine Estates (TWE) has taken a transparent and structured approach to pay equity. In their 2024 Gender Equality Statement, they reported a median gender pay gap of 3.4% for total remuneration, which is within the acceptable range for normal business fluctuations. TWE is actively addressing these gaps through annual gender pay equity audits, salary adjustments for female employees identified as outliers. formal sponsorship programs for high-potential female talent, continued superannuation contributions during unpaid parental leave and gender-neutral recruitment practices and flexible work policies
  • Viva Energy reported a median gender pay gap of 1.6% and is actively addressing these disparities through: Increasing female representation in frontline and leadership roles. Offering flexible work and parental leave policies. Conducting regular pay audits and integrating gender equity into remuneration reviews and recruitment processes.

These examples show that systemic pay equity is achievable when companies commit to transparency, inclusive leadership, and structural reform.

We are very proud to say that the majority of NAWO member companies have completed pay audits in the last two years, and overall, their gender pay gaps are lower than the industry average. However, not all have yet aligned these audits with actionable plans to close the gaps. This year Equal Pay Day falls on the 19th of August and we look forward to reporting on even more great progress toward pay equity.

🔍 Key Practices Driving Success
  • Removing salary history questions from hiring processes.
  • Paying superannuation on both paid and unpaid parental leave.
  • Ensuring part-time roles are fairly compensated.
  • Promoting flexible work arrangements and job-sharing at senior levels.
  • Sponsorship programs that advocate for women’s advancement.

Legal frameworks such as the Workplace Gender Equality Act 2012 mandate reporting on gender equality indicators for companies with 100+ employees, reinforcing accountability. Organisations can leverage resources like the Fair Work Ombudsman’s best practice guide and the Workplace Gender Equality Agency’s step-by-step toolkit  and practical tools from WGEA including pay gap calculators and equitable remuneration guides. These resources help businesses move beyond compliance to create inclusive cultures where equal pay for equal work is a lived reality. NAWO member companies Treasury Wine Estates and Viva are stand out

 

Inspiring the Next Generation with NAWO 

There is a clear and pressing need for a collaborative approach between employers, educational institutions, government and organisations like NAWO to engage young women and showcase the diverse and exciting career pathways available to them in STEM careers. 

In August, our NSW and WA Committees are hosting two inspiring events in collaboration with numerous companies from the NAWO network: 

These events are designed for young people, including high school students, university students, and anyone curious about a future in operations. Parents, carers, teachers and mentors are also encouraged to attend.

What to Expect 

Attendees will get the chance to: 

  • Hear from professionals sharing honest insights into their roles 
  • Learn what a ‘day in the life’ looks like across different operational fields 
  • Connect with leading companies from NAWO’s member network offering real career pathways 

While both events have a strong focus on encouraging women into STEM, they are open to all genders. 

By creating visible, practical pathways into STEM careers, we can inspire the next generation and take a step towards a stronger, more inclusive workforce in Australia.