IWD 2023: Professional women in the Australian modern workplace

In recognition of International Women’s Day 2023, HiBob has commissioned, for a second year running, a nationwide online survey that aims to track and measure the gender gap in the workplace. A focal point of this year’s study, the survey took place over January 2023 and included responses from 1,000 professional women working in Australia today. All respondents were aged 25 and older and were employed full-time in a hybrid or in-office work environments in 2021 and 2022.

The study also includes breakdowns by age group, role, company size, profession, marital status, and number of children. It offers valuable insights into the challenges and opportunities that women encounter in the modern workplace.

Key Takeaways

Pay gap persists in Australia, Improvement in salary transparency can help

HiBob’s survey found that 45% of professional women in Australia remain concerned about gender pay disparity in the workplace. They state that men and women are not paid equally for the same role and fear that the pay gap will only widen in the future. Nonetheless, there is cause for optimism, as 35% of respondents say men and women are paid equally. While the findings indicate that there is still room for improvement in salary transparency, 15% of respondents said their company regularly releases pay gap statistics, showing a rising emphasis on gender pay equity.

Furthermore, 18% of respondents said their employer did not disclose or discuss salary information, emphasising the need for greater transparency in this area. Yet, the fact that 18% of professional women stated their employer publishes salary ranges and salary information, and 19% said salary information is shared internally, is a positive indicator. Overall, these results suggest that there is room for improvement in salary transparency in Australian companies, and organisations should continue to prioritise efforts to promote more gender pay equity.

Mixed perceptions among professional women in australia about gender equality in promotions, advancement, and Leadership

Professional women in Australia have mixed perceptions about gender equality in promotions, advancement, leadership, and confidence. However, there is overall consensus regarding promotion prospects that indicate they appear bleak for Australian women in 2023. An alarming 59% of women say that men and women are not promoted equally, and 67% of women did not receive promotions or pay or benefit increases in 2022 with only 19% expecting to be promoted in the future.

There is obviously still a long way to go before gender equality is achieved in the workplace, but the data suggests that progress, albeit slow, is being made. For instance, 34% of women report that their organisations have equal numbers of women and men in leadership roles, pointing toward progress with regards gender parity in management. Furthermore, 52% of women feel at least somewhat confident about their performance.

Work-Life balance remains a challenge for Australian professional women, but there is hope for improvement in 2023.

The COVID-19 pandemic has exacerbated the already persistent challenge of work-life balance for professional women in Australia. With many forced to work from home and the Great Resignation impacting employees, many are seeking greater flexibility and autonomy in their jobs. However, looking ahead to 2023, the results show that more women expect their work-life balance to improve than stay the same or get worse, with 23% expressing this sentiment.

This is likely due to a growing awareness among employers of the importance of work-life balance and a shift towards more flexible work arrangements that can better accommodate the needs of working mothers and other caregivers.

The survey also found that the most popular work model was an “at will” 5-day hybrid working week, followed by a 5-day hybrid working week with a set schedule and a 4-day work week at the office. Only 15% of respondents preferred a full-time work-from-home arrangement, indicating that most professionals value the structure and social interaction of an office setting, even if it means giving up some freedom.

The economic downturn is impacting on women’s job security, career decisions and decisions on parenthood and family

The current economic downturn has caused anxiety for many professional women in Australia, with more than half of the respondents worried to some degree about being let go. Of these, 17% are very worried, 19% are worried, and 24% are not worried at all. However, 38% of respondents have been affected by worries about job security when making decisions about parenthood and family, potentially leading to implications for gender equality in the workplace.

The Women-Men Pay Gap

Women in Australian workplaces are worried that the gender pay gap continues to widen, with nearly half (45%) not believing that men and women are paid equally for the same roles in their company and an additional 20 % don’t know if men and women are paid equally leaving only 35% believing that pay is equal.

According to the survey, the vast majority of women across age groups did not feel that men and women are paid fairly. Only a small percentage (29%) of professional women between 45-55 years old agreed that both genders receive the same pay for identical roles in their company.

Interestingly, the perception that men and women are paid equally was highest amongst women between the ages of 25 and 34.

Company size and organisational role impact pay parity perceptions

Pay equality continues to be a persistent issue across all company sizes, as evidenced by the poor results reported in this study. The percentage of respondents that believe men were paid more than women was consistently high across all size categories: 52% for companies with 1001–5000 employees, 42% for companies with 501–1000 employees, 44% for companies with 251–500 employees, 41% for companies with 101–250 employees, and 47% for companies with 51–100 employees. Surprisingly, even smaller companies had a higher percentage of respondents who were of the same opinion, with 33% and 41% for companies with 1–50 and 51–100 employees, respectively. While a smaller percentage of women at small companies were unsure about pay equality compared to medium-sized companies, the largest companies in the study had the lowest number of respondents who were unsure about pay equality..

Both managers and individual contributors overwhelmingly agree that women are not paid equally to men in their respective roles, with 45% and 46%, respectively, saying no to pay equality. However, there is a slightly larger percentage of individual contributors (33%) who believe that women and men are paid equally compared to women managers (37%). On the other hand, a higher percentage of managers (21%) think that women are paid more than men, in contrast to individual contributors (16%). Taken together, these results show that both managers and individual contributors play a critical role in realising pay parity in the workplace.

Professional field impacts pay parity perceptions

The study shows differences in perception around pay parity exist between sectors. It is particularly concerning to see HR professionals, who understand the importance and significance of equal pay, admitting to there being inequality in this area. The percentage of HR professionals who are women that believe men are paid more than women is alarmingly high at 55%. Similarly, in the legal sector and finance, where women are highly represented, 44% of respondents believe that pay disparities exist. However, it is encouraging to see that 45% of women in finance and accounting perceive pay equity in their workplaces.

Parenting and personal status can make a difference on perception of pay parity

Both parents and women without children believe that there is a pay gap, with men and women not being paid equally for the same role. Women with children (35%) are only slightly more likely to believe in pay equity between the genders.

Women leadership and promotions

Our research suggests that Australian women have low expectations of receiving a promotion in 2023. It is alarming to learn that 59% of women feel that women are not promoted equally to men.

Women across all age groups agree that there is a disparity in workplace promotion, an opinion that is particularly prevalent in women aged between 35-44.

Women believe their gender is a factor in being promoted less than men and feel career progression is hindered by this.

The impact of role and company size on perceptions of equal promotion opportunities

42% of individual contributors and 40% of managers believe that women and men are promoted equally. However, a majority of respondents, 58% of individual contributors and 60% of managers, felt that women were not promoted in the same way as men.

The results present a gloomy outlook for women with respect promotion prospects. The percentage of women who believe that they are promoted equally compared to men within their company is relatively consistent across all company sizes, ranging from 38% to 44%.The largest companies, with 1001–5000 employees, had the lowest percentage of respondents who felt that women are promoted equally, at 38%. The highest percentage of respondents who felt that women are promoted equally compared to men were in the 101–250 employee range, with 44%.

Promotion prospects look bleak for Australian women in 2023. A staggering 64% of women in HR do not believe that men and women are paid equally. Our research also shows that only 24% of women in sales and 29% of women in engineering/tech/development roles feel that equal promotion opportunities exist for women in their respective industries. Almost half (43%) of women in marketing and PR share the belief that women and men are not promoted equally.

The impact of parenting and personal status

Interestingly, when broken down by marital status, the results showed that fewer women who are married or living with their partners believe that women and men are promoted equally in their company, compared to 58% who believe the opposite. Women who are married or with a partner believe that they are promoted less than men.

The study found that 52% of women who had no children believed that women and men were promoted equally within their company. However, this percentage decreased to 40% for women who are Moms. Having children is a turning point, that is when women believe they are not promoted equally to men with children or men without children..

It is worrying that 60% of women parents feel that there is a lack of gender parity in promotions between women and men. This highlights the continued prevalence of a feeling of discrimination against women who are also Mom’s in the workplace, which can have a significant impact on their career advancement opportunities and earnings potential.

The reality of promotions in 2022

The workplace in 2022 was unfavourable for Australian women in terms of career advancement. The majority did not receive promotions, according to the study. Only 22% of women reported being promoted to a new position, while 33% reported not receiving any promotion in pay, benefits, or position. Additionally, only 27% reported receiving a pay increase, and 23% reported receiving a benefit increase.

The outlook for the future is not promising either, as only 19% expect to be promoted, and the same percentage recently applied for a promotion.

The data shows that in 2022, there was a noticeable difference in promotion rates by age group among women. While 25% of women aged 55 and over were promoted to a new position, 41% of women in the same age group were not promoted in pay, benefits, or position in their company. For women aged 35–44, 30% received a pay increase, and 28% received a benefit increase. However, only 15% of women aged 55 and older who did not receive a promotion in 2022 expect to be promoted in pay, benefits, or position in 2023, indicating a negative prognosis for this group.

Differences in promotion by role and company size

Women in managerial roles were slightly more likely to have received a promotion to a new position (23%), or a pay increase (26%), in 2022 compared to individual contributors (22% and 27%, respectively). However, 36% of individual contributors and 29% of managers were not promoted in pay, benefits, or position in their company during 2022 and faced career advancement obstacles.

It's good news that a lot of individual contributors and managers have applied for promotions or expect to be promoted this year—20% of individual contributors and 19% of managers had recently applied for a promotion in pay, benefits, or position in 2023.

19% of individual contributors and 20% of managers did not receive a promotion in 2022 but expect to be promoted in pay, benefits, or position in 2023. Of those who received a benefit increase in 2022, a larger proportion (27%) were in managerial roles compared to individual contributors (20%). This may be due to discrepancies in benefits packages or negotiation power between roles.

Women who work in larger companies were promoted more, 25% of them received a promotion in 2022. In contrast, women who work for smaller companies are less likely to be promoted, with an average of 22% of women across all company sizes receiving a promotion in 2022. Specifically, only 31% of women who work in the smallest companies received a pay increase in 2022, while 35% of women who work for companies with 101–250 employees were not promoted in pay, benefits, or position. On average, 32% of women across all company sizes were not promoted in pay, benefits, or position in 2022.

It seems that larger companies offer more promotion opportunities. Smaller companies had fewer promotions and less women were receiving them.

Promotions and personal and parental status

Visibility of women in leadership

Equal percentages of professional women in the Australian workplace report that their companies have either made a visible commitment to promoting more women leaders or not (33% each). 34% of women say their organisations have equal numbers of women and men in leadership roles; this indicates that many women are employed by businesses that have made progress toward gender parity in management.

A slightly higher percentage of women across all age groups reported that their companies made a visible commitment to developing more women leaders in the previous year, with women over 55 having the highest percentage (33%). However, a significant percentage of women across all age groups reported that their companies had not made such a commitment. The most disappointed group are the women in the 45-54 age group who 39% stated that their company did not make a commitment to promote women leaders last year. It makes sense that these women would be most sensitive to this commitment because they are the likely candidates for being in leadership.

Over a third (33%) of respondents believe their companies are not making a visible commitment to developing more women. There is also a clear division in this respect between individual contributor and manager roles with 32% from each group holding opposite opinions with regards to seeing women in or entering leadership roles. A similar number of respondents (34%) from both roles indicated that their company already has balanced women/men leadership.

The data shows that smaller companies with 51-100 and 101-250 employees are more likely to have made a visible commitment to the goal of developing more women leaders, with 34% and 36% respectively answering yes. In contrast, larger companies with 1001-5,000 employees are least likely to have made a visible commitment in this area, with only 26% answering yes. It is clear that in Australia women are more able to move up the corporate ladder in smaller modern companies.

Experiencing women in the workplace

It is heartening to see that a sizable percentage of respondents feel that their companies have a positive attitude towards women, with culture, values, and mission being the most commonly mentioned areas where this is expressed. Still, a significant proportion of women do not feel that their companies have a specific or deliberate attitude towards women. According to the study, 25% of women cite company culture when it comes to their organisation’s attitude towards women, while another 25% experience this through corporate values. Interestingly, 29% of women feel that they do not see any particular attitude towards women in their workplace. It's good to know that a large number of women (26%) see other women in supportive work environments on a daily basis, and that 23% of women are satisfied with the benefits their company provides for them.

Unfortunately, the majority of women across all age groups believe that their company's culture, values, and mission do not adequately promote or support women. Many women, especially those between the ages of 25–34, seem to be concerned with the visibility (or lack thereof) of women in day-to-day work and the benefits offered to them. More than a quarter of respondents across all age categories, however, had seen visible executive leadership commitment to women, suggesting that some businesses are actively taking steps to help women's professional advancement, but clearly not enough or fast enough to move the needle from year to year. In addition, those over the age of 55 and those between the ages of 45–54 appear to be happier with their company's stance towards women than those between the ages of 25–34.

The most common way in which women across all roles observed the company's attitude toward women was through the visibility of women in day-to-day work. Surprisingly, more individual contributors than managers indicated not seeing any particular attitude toward women in their workplace. These results show that even though companies may have policies in place to promote gender equality and support women, it is important to make sure that all levels of the organisation know about and experience these policies in the same way.

Likewise, women's perceptions of their company's attitude toward professional women are heavily influenced by the degree to which women are included in day-to-day work and by the company's culture, values, and mission. It was found that women's benefits were more common in smaller companies (51–100 and 501–1000) than in larger ones (1001-2000). The relevance of employer branding was found to be lowest in the largest organisations, while there was no obvious difference in the quality of leadership at any of the several company sizes studied.

Salary transparency is needed to support equal pay and equal promotion policies

There is great potential for improvement in salary transparency in Australian businesses. Only 18% of professional women said that their company publishes salary information and job description ranges, and 19% said that salary information is shared internally. However, 15% of respondents said that their company only meets the minimum requirements for salary disclosure. Curiously, 18% of respondents said their company did not disclose or share pay statistics, indicating that there is still a long way to go toward greater transparency. Yet, 15% of respondents said that their organisation discloses pay gap statistics on a regular basis, demonstrating the growing importance of gender pay equality in the workplace. In summary, these results indicate that positive strides are being made toward increasing salary transparency.

Women aged 35–44 were more likely to report that their organisation shares salary information internally (21%) and publishes pay-gap information regularly (15%) than those in other age groups. On the other hand, women aged 25-34 were the most likely to report that their organisation does not publish or share any salary information (21%), and they are the least sure about their organisation's efforts to improve salary transparency (19%). Women 55 and older were the least likely to say that their company shared salary information internally (14%), but they were the most likely to say that their company met the minimum legal requirements for salary disclosure (17%).

Are managers more aware? Are larger companies more transparent?

While a large percentage of individual contributors and managers report that their organisation publishes salary information and ranges for job descriptions, shares salary information internally, and publishes pay gap information regularly, many women indicate that their company is only meeting the bare minimum legal requirements for salary disclosure. Additionally, a notable percentage of participants report that their organisation does not publish or share any salary information.

The majority of companies with over 500 employees tend to be more proactive in disclosing salary information, with 23% of them publishing salary information and ranges for job descriptions. Conversely, smaller companies with 51–100 employees were less likely to publish salary information (16%) and pay-gap information (14%). It's interesting to see that more mid-sized companies with 101–250 employees were likely to share salary information internally (28%).

Work-life balance & Performance confidence

Work-life balance has been a persistent challenge for Australian professional women, and this has been compounded by the COVID-19 pandemic, which forced many to work from home. Additionally, the Great Resignation has also impacted the work-life balance of many employees, as workers reassess their priorities and seek increased flexibility and autonomy in their jobs.

Looking ahead to 2023, the good news is that 33% of women expect their work-life balance to improve, 15% expect it to be the same and 37% expect it to be worse.

This may reflect a growing awareness among employers of the importance of work-life balance as well as a shift towards more flexible work arrangements that can better accommodate the needs of working mothers and other caregivers.

In 2023, younger women are more optimistic than older women about maintaining a healthy work-life balance. Women between the ages of 25 and 34 are more positive (43%) about the future than older women (36%). Women aged 35–44 are the most cynical about work-life balance, with 31% anticipating that work-life balance will be worse in 2023, compared to 25% of women aged 25–34

Women in all roles seem to have the same hope that their work-life balance will improve in the future. Individual contributors and managers are similarly optimistic, with 24% and 23% predicting an improvement, respectively. Moreover, 22% of individual contributors and 20% of managers anticipate their work-life balance to be the same in 2023 as it was in 2022. This suggests that they are not expecting any major changes that could negatively impact their balance. This optimistic view of work-life balance in 2023 may be a sign of a larger cultural shift toward putting more value on harmony between work and personal life.

There seems to be a correlation between the size of a company and the expected work-life balance of professional women. Women working for smaller companies with 101–250 employees are optimistic, with 29% anticipating an improvement in work-life balance. As the size of the company increases, the percentage of women expecting an improvement decreases, with only 19% of those working for companies with 1001-5000 employees anticipating an improvement. It is possible that larger companies may have more rigid work schedules, and as a result, women may feel less optimistic about the possibility of improving their work-life balance. Additionally, the 25% of professional women working at the largest companies who expect their work-life balance to stay the same may indicate a level of resignation to the current work culture of their organisation.

Confidence in performance

Having confidence in your performance means feeling productive, knowing your value to your team, and taking part in your company's success.

The majority of Australian professional women feel at least somewhat confident in their performance, with 25% feeling very confident and 27% mostly confident. However, there are still a significant number of women who struggle with feeling confident in their performance, with 16% not feeling particularly confident and 14% constantly struggling. Imposter syndrome, a lack of support or recognition, or unrealistic expectations could all play a role in levels of confidence. By addressing these challenges and providing access to professional development and training opportunities, businesses can help their employees feel more confident and productive, which can lead to higher success for both the individual and the company as a whole.

The survey shows that the majority of professional women attest to feeling more confident in their performance, and 57% of women between the ages of 35 and 44 reported higher levels of confidence. Working in their field for longer may give 35–44-year-old women more confidence and experience.

Interestingly, women over the age of 55 were slightly less confident in their performance compared to younger age groups, with 36% reporting lower levels of confidence. This could be attributed to older women facing age discrimination or stereotypes that impact their confidence.

Women managers are slightly less confident in their performance than women individual contributors (51% vs. 54%) and that more managers (19%) than individual contributors (15%) are neutral or don't know if they feel confident in their performance.

Women working for companies with 101–250 employees are more likely to feel confident in their performance, with 59% reporting confidence and only 28% expressing that they are not confident. This suggests that a smaller company size may correlate with a better work environment for women to feel confident in.

Does parenting impact professional confidence?

Not surprisingly, women with no children (63%) tend to experience the most confidence in their performance, whereas those with children are least confident (49%). Moreover, 30% of those with children have also indicated a lack of confidence in their abilities. It appears that women who become parents have to balance parenting and working and feel less confident in their performance.

Women’s turnover

Since the COVID-19 pandemic three years ago, the Great Resignation has been a prevalent trend, with many professionals choosing to quit their jobs for a number of reasons. According to this study of professional women in the Australian workplace, 23% said they quit their jobs in 2022, while 20% said they had been fired or laid off. Furthermore, 21% plan to quit their current job in 2023. Yet, the majority of respondents (36%) stated that they were still employed by the same company. These findings show that, while there is certainly considerable turnover in the workforce, the trend of people quitting their positions may be slowing or remaining steady.

The age group with the highest percentage of women quitting their jobs in 2022 was 25–34, with 26%, followed by those aged 55 and older, with 24%. The age group with the highest percentage of women who were fired or let go was 45–54, with 22%. When it comes to planning to leave their job in 2023, the age group with the highest percentage was 55 and older, with 25%. It is worth mentioning that the majority of women in all age categories continue to work for the same employer, with the highest percentage in the 35-44 age group at 41%. These findings imply that employment retention and turnover rates fluctuate by age group and that the Great Resignation may have a greater impact on younger women.

Individual contributors' and managers' responses were nearly identical. In 2022, approximately 24% of individual contributors and 22% of managers reported quitting their positions, while 20% of both categories reported being fired or laid off. In terms of future plans, 21% of individual contributors and 22% of managers said that they plan to leave their current roles in 2023. Finally, the majority of women in both roles (36%) stated that they were still employed by the same employer.

The percentage of women who quit their job in 2022 is relatively similar across different company sizes, ranging from 23% to 26%. In contrast, the percentage of women who were fired or let go was relatively low, ranging from 18% to 23%. Notably, a significant proportion of women, ranging from 22% to 24%, indicated that they plan to leave their job in 2023. A major finding is that 42% of women working in companies with 101 to 250 employees are still working at the same job with the same company - an indication that women who work in smaller companies value stability.

Motivations to join another company

When it comes to new career prospects, professional women in Australia value work-life balance and financial stability. The top three reasons for taking a new job include an increase in pay (36%), flexible work arrangements (34%), and a strong and healthy company culture (32%).

Women are looking for more than just a paycheck; they want opportunities for growth and advancement within their careers. 30% of respondents value a clearer path to promotion. It's also worthwhile to note that job security is not ranked as highly as some other factors.

For women aged 25 to 34, flexible work (39%) and increased pay (45%) are the two biggest factors that would convince them to take a new job with a new employer. Among women aged 35 to 44, 40% would switch jobs for a salary increase. In contrast, women aged 45 to 54 prioritise a strong and healthy company culture, with only 25% indicating that they would change jobs for a higher salary. For those over 55, 33% cite a healthy company culture as a persuasive factor for changing jobs. Mentorship opportunities are also important for those in the age groups 35 to 44 and 45 to 54, with 29% in each group indicating that it would make them consider changing jobs.

Differences by role and company size

The results show that flexible work is a high priority for both individual contributors and managers, with 32% and 35%, respectively, naming it as a factor that would convince them to switch jobs. Meanwhile, an increase in pay is also important for both roles, with 38% of individual contributors and 35% of managers saying it would be a persuasive factor. Surprisingly, individual contributors care more about a clearer path to promotion and seeing women in leadership positions, while both groups care about the chance to learn from a mentor.

Flexible work is a top factor for women across all company sizes, with 33–36% of respondents citing it as a persuasive factor. Interestingly, the need for a clearer path to promotion was less of a priority for women in smaller companies (51–100 and 101–250 employees), while mentorship opportunities were more important for those in larger companies (501–1000 and 1001–5000 employees). As for an increase in pay, 40% of women who work in companies with 500–1000 employees would change jobs for a higher salary. Additionally, the survey found that visible women in leadership were less important to women in larger companies.

Workplace flexibility

The most popular choice was an "at will" 5-day hybrid working week at 17%, closely followed by a 5-day hybrid working week with a set schedule at 16%. The third most popular option was a 4-day work week at the office, also at 16%. Surprisingly, only 15% of respondents preferred a full-time work from home arrangement, and only 14% opted for five days in the office with flexible hours. The least popular options were both 4-day weeks with a 20% pay decrease, whether at home or in the office, each chosen by only 11% of respondents. Based on these results, it seems that some professionals want the freedom to work from home, but most value the structure and social interaction of an office setting, even if it means giving up some freedom.

The clearest finding is that many types of hybrid work and flexibility are almost equally valued.

Why do women work on-site at the office?

While some of the more common reasons, such as the need for face-to-face interaction with colleagues and a change of scenery, were expected, others were more unexpected. For example, 20% of respondents reported that they go to the office to get time away from their spouse or roommate, and 23% go to get time away from their family or children. In contrast, 26% believe that coming to the office increases their chances of being promoted or being eligible for new opportunities, and 30% think that it's easier to communicate with their manager and team when they're physically present.

Benefits for women in the modern workplace

Almost 29% of respondents said their companies did not offer women-specific benefits, demonstrating a significant lack of gender equality in the workplace. While 24% of respondents reported that their companies provided extended paid maternity leave, only 26% offered paternity leave or shared parental leave. Similarly, just 21% of companies had a dedicated pumping room or breastfeeding space, indicating a potential lack of support for working mothers. The findings suggest that more family-friendly policies and benefits are needed to support women in the workplace. A company that invests in such benefits is likely to attract and retain top talent and to create a culture that is inclusive and diverse.

Workplace attitudes regarding gender

The findings indicate that nearly half of professional women in the Australian workplace have experienced feeling uncomfortable or less qualified due to their gender. It is alarming to see this statistic, indicating that we still have a long road ahead of us until we can achieve gender equality in the workplace. It is likely that the main cause of this issue is unconscious bias and preconceived notions of gender roles. Employers must foster an atmosphere of open communication and inclusivity to guarantee fairness for everyone, regardless of gender.

The fair work legislation amendment

When gauging opinions on the federal government's new Fair Work Legislation Amendment, 28% of respondents agreed that it is a positive step towards achieving gender equality in the workplace. However, an equal proportion expressed that it does not go far enough. A quarter of Australian women were skeptical about the success of the amendment and expressed that the legislation will fail to improve gender equality in the workplace. 23% felt that it only scratches the surface of the issues faced in the workplace. Shockingly, 32% of respondents had not even heard of the amendment.

Job security concerns

38% of respondents have been affected by worries about job security when making decisions about parenthood and family. 18% have put off getting pregnant or starting a family due to these fears, while 20% have considered delaying such decisions. This is particularly concerning as it could have implications for gender equality in the workplace, with women potentially sacrificing their career aspirations to take on the burden of childcare and other family commitments.

On a more optimistic note, a significant number of women (42%) do not consider job security when making decisions about parenthood and family, with 21% responding that their job security is not something they have considered and an additional 21% saying they are not fearful of losing their job. This suggests that job security is not a primary concern for many women when making these important life decisions.

Economic downturn and job security

More than half of the respondents are worried to some degree about being let go during the current economic downturn. Of these, 17% are very worried, and 19% are worried. It is noteworthy that 24% of respondents reported not being worried at all. This could indicate that the majority of professional women have taken proactive steps to protect their job security, such as diversifying their skillsets or taking advantage of additional training opportunities. It could also suggest that some women are feeling more secure in their roles due to the stability and support provided by their employers. Whatever the case may be, it is clear that the current economic climate has caused anxiety for many professional women in Australia.

Conclusions

The gender pay gap in the Australian workplace is still a significant issue. 45% of Australian women feel that they are not paid equally and are worried that this pay disparity will only grow in the future. Moreover, an alarming 59% of respondents believe that men and women are not promoted equally, highlighting a lack of gender parity in career advancement opportunities.

The survey also revealed that women's career advancement prospects in 2022 were unfavourable, with only 22% of women being promoted to a new position, and 33% not receiving any promotion in pay, benefits, or position. Furthermore, the outlook for the future is not promising, with only 19% of women expecting to be promoted, and the same percentage having recently applied for a promotion.

Additionally, we found that while some companies publish salary information and share it internally, many others do not. It is crucial to move towards greater transparency by regularly releasing pay gap statistics to ensure that all employees are treated equally. Inherently pay transparency can lead to equal pay.

Furthermore, over half of the survey respondents expressed concerns about losing their jobs due to the present economic downturn. This highlights the added pressure that women face in the workplace during challenging times.

However, there is some cause for optimism, as 33% of Australian women reported that their company had made a visible commitment to developing more women leaders in 2022, and 34% say that their organisations have equal numbers of women and men in leadership roles. These findings suggest that many women are employed by businesses that have made progress towards achieving gender parity in management.

As we work toward achieving gender equality at work, it is imperative to take deliberate steps to close the pay gap, promote career advancement opportunities, clarify salary structures, and create an equitable and inclusive working environment.

IWD 2023: Professional women in the modern Australian workplace