For a long time, businesses have relied on mentorship, whether organically or formally acquired, as a resource for women to succeed in an organisation.
However, research has shown that mentorship, while adding some value to career paths, actually does not drive any actionable or direct change in women’s career progression.
Law firms provide one of the more graphic examples of persistent gender imbalances of any sector. In Australia (as with both the UK and the
We all read regularly that there are not enough women in partnership in law firms. We know that 60% of law graduates are women, over
Leading up to COVID we were really beginning to gain momentum in Diversity and Inclusion; we were at the cusp of some really exciting progression.
We were seeing businesses start to take D&I seriously, and put plans in place to see gender diversity realised in their business.
However due to COVID and the economic impact that has flowed on as a result, we have seen stagnation in the once moving efforts for achieving gender equity. The research tells us that during an economic downturn, D&I is often the first thing to go.
I have had three careers. My first was as an Olympic athlete in judo. My second was as a construction project manager. My third is
Research has proven time and time again that the main reason why people leave jobs is either due to their manager or lack of career
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