It is an indisputable fact that women are not equally represented in leadership roles or management positions in Australian companies and governments, not even close. Even in 2016, this is the case in almost all arenas of business and politics and is most certainly a global issue, although Australia even appears to lag in this indicator among developed nations. This flows through to an under-representation of women on boards of directors of Australian public companies. Earlier this year consultant Conrad Liveris found that there were fewer women in CEO and chair roles in ASX 200 companies than there were men named either John, Peter or David in such roles. What an alarming statistic! In this note we consider whether this under-representation is caused by a failure to recognise that women as much as men are able to achieve and sustain appropriate business outcomes and conclude that this is a matter that good corporate governance can resolve.
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As we celebrate International Women’s Day, the 2017 campaign message asks us to #beboldforchange and to “take action to drive change for women to forge a better working world”.

The campaign’s aims are admirable and worthy of support. But I find myself querying whether such a campaign really helps our workplaces become more holistically diverse and inclusive.
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The workplace gender equality reporting requirements have been criticised for being too onerous on employers.  But changes are afoot.  On 25 February 2015, Senator Eric Abetz, the Minister for Employment, and Senator Michaelia Cash, the Minister Assisting the Prime Minister for Women, announced changes aimed at reducing the complexity of the reporting requirements. 
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