We are in the middle of a technological revolution, one that’s happening faster than any of us can fully grasp. AI is no longer a “what if.” It’s here. It’s in our comms, our operations, our decisions. But what struck me most is not what the tech can do—it’s what we risk losing if we don’t lead it thoughtfully.
What I’ve always known — and continue to see play out — is that when we bring our full selves to work, we do our best work. But for that to happen, our workplaces need to recognise that we are whole people, with lives and responsibilities outside the office.
On a recent episode of Future Fit Leadership, I had the absolute pleasure of speaking with Jodi Geddes — co-founder of Circle In, keynote speaker, and someone who’s walked the talk when it comes to supporting caregivers in the workplace.
There was a time when I looked forward to March 8th. I would embrace the theme, share social posts, speak at conferences, and genuinely believe that in my lifetime, I would see significant change.
Over the last few years, I haven’t celebrated International Women’s Day because for almost 100 years, Australian women and allies have been fighting for equality, equity, and inclusion. And yet, we are still fighting the same battles.
We come together every year to hear inspiring stories, and to celebrate progress. However the reality is stark: gender parity is still 130 years away, we still don’t see the levels of diversity in leadership that reflects the communities we work in.
Globally women continue to face bias, discrimination, and systemic barriers that prevent them from stepping into positions of power. And as much as IWD is meant to be about action, I feel it has become a talk fest—one where some leaders show up for the photo op but fail to drive meaningful change.
I believe that the way we approach IWD needs to change. This can’t just be a day for speeches and social media posts; it needs to be a moment of accountability. Leaders and men need to be in the room, not just as allies, but as active participants in the work that needs to be done. There is no path to gender equity that excludes men from the conversation. If the only people discussing inclusion are women, we are simply preaching to the choir.
And if we’re serious about inclusion, we need to take a hard look at who we put on stage. IWD events often claim to be about diversity, but too often the speakers reflect the same narrow version of leadership—women who look, sound, and lead in a way that has been historically accepted.
Real leadership doesn’t come in just one package. Women of colour, LGBTIQ+ women, neurodiverse women, women of different abilities, women from different cultural and socioeconomic backgrounds—all of these voices need to be heard. If we continue to give a platform only to the women who fit neatly into an existing mould, we are reinforcing exclusivity rather than championing real inclusion.
One of the biggest barriers still holding women back is their reluctance to own their expertise. Penny Locaso’s ( https://hackinghappy.co/pages/iaq) latest research shows that highly accomplished women hesitate to call themselves experts, while men do it with half the qualifications. Many women feel they need to tick every box before stepping forward, waiting until they have absolute certainty before claiming authority in their field. And if women don’t see others like them in positions of influence, they subconsciously believe they don’t belong in those spaces.
This is where leadership must step in. We need to stop waiting for women to put themselves forward and instead, actively call out their expertise. When women are publicly acknowledged for their knowledge and leadership, they are far more likely to step into those roles with confidence.
But beyond individual moments, organisations need to make real commitments. If your company is hosting an IWD event, there should be more than just speeches—there should be action. Leaders of organisations should be open about what they are committing to changing. And next year, stand up and say, Here’s what we actually did. No more vague promises. No more comfortable conversations. Only measurable, visible change.
IWD should be a starting point, not a conclusion. True equity doesn’t come from a single day of celebration, but from the decisions we make all year round. It happens when companies mentor and sponsor women into leadership, when they build diverse succession pipelines, when they ensure equal pay and opportunity, and when they value diversity of thought, cultural experience, and leadership styles.
We have come a long way, however there is still so much more to do and I know change is possible—if we all choose to do the work.
So, instead of asking what event you’re attending this IWD, ask yourself: What action will you take today? Who will you recognise as an expert? How will you ensure diversity in leadership and at events? And next year, will you come back with real progress to show?
Because real change doesn’t happen in a room full of women talking about what’s wrong. It happens when leaders take responsibility, make bold commitments, and drive meaningful action.
As the world continues to navigate through the ripples of the global pandemic, the workplace has become a kaleidoscope of change, diversity, and innovation. It’s time to tune in to the pulse of the evolving workforce with the latest “Future Fit Leadership” podcast episode, titled “The Generational Masterclass with Ashley Fell from McCrindle Research”. This insightful discussion is not just a treasure trove of knowledge for current and aspiring leaders, but a guiding star for anyone looking to understand the seismic shifts occurring in the Australian workplace.
Ashley Fell, a renowned voice from McCrindle Research, takes us on an exploratory journey through the lens of leadership, work culture, and the colorful mosaic that is today’s workforce. If you’ve ever wondered how to successfully lead a team that spans from the experienced Baby Boomers to the dynamic Gen Z and the emergent Gen Alpha, this podcast is your masterclass in generational fluency.
Adapting to the Multi-Generational Workforce
The generational divide in the workplace has always been a topic of interest, but today, it’s a critical focal point for any leader. Fell deftly navigates the unique characteristics that define each generation, particularly honing in on the young blood of Generation Z and the nascent Generation Alpha. This episode isn’t just about identifying differences; it’s about harnessing the strengths of each demographic to create a harmonious and productive work environment.
Gen Z’s Unique Workplace Challenges
Have you noticed a trend of Gen Z employees willing to jump ship without a safety net? The episode delves into this generation’s struggles, from the housing market to their dependency on parental support and their distinct approach to career progression. Understanding these challenges is key to retaining these valuable young minds and keeping them engaged and satisfied in their roles.
The Dawn of Generation Alpha
While many are still trying to wrap their heads around the needs and desires of Gen Z, Generation Alpha is slowly stepping into the spotlight. This podcast doesn’t just skim the surface; it forecasts the significant impact this generation will have on future consumer patterns. If you’re wondering how to prepare for a demographic that will grow up in a world of rapid technological advances and societal shifts, “The Generational Masterclass” has got you covered.
The Shift to Hybrid Work Environments
The discussion around hybrid work environments is more relevant than ever. COVID-19 has irrevocably altered our work practices, accelerating digital integration and reshaping expectations. Fell’s insights into the evolution of workforce mobility and the transition towards remote and hybrid models are invaluable for organizations aiming to cater to the needs of their remote workers.
Embracing Diversity and Overcoming Challenges
From addressing the intricacies of reintegrating employees into office settings to unpacking post-pandemic migration patterns, this episode does not shy away from the tough conversations. The benefits of diversity, the ongoing housing crisis, and the impact of an aging population on sectors like aged care are all dissected with expertise and empathy.
Attracting and Retaining Young Talent
The challenge of attracting and retaining young talent stretches across industries, and “The Generational Masterclass” provides leaders with strategies to engage with younger generations, ensuring they feel valued and understood. It’s a clarion call for organizations to reassess their approaches and adapt to the evolving landscape of the Australian workplace.
The “Future Fit Leadership” podcast has outdone itself with this episode, and it’s one that promises to leave its listeners with a wealth of knowledge and a new perspective on generational dynamics. Whether you’re a CEO, a team leader, or an employee trying to navigate the changing tides, this episode is a must-listen.
Don’t miss out on the opportunity to gain a competitive edge in the ever-evolving workplace. Tune in to “The Generational Masterclass with Ashley Fell from McCrindle Research” and equip yourself with the insights needed to thrive in a world where the only constant is change. Subscribe to the “Future Fit Leadership” podcast now and join the conversation shaping the future of work.
This piece is my personal opinion, and it is not a reflection of any business that I am currently associated with.
The debate for the Voice to Parliament has been gaining momentum with only a few weeks to go now before we vote.
The choice to vote yes or no is entirely up to an individual, however before we do it is important that we do our own research prior to voting. Ensure that the choice we make is the right one for our First Nations People and we will be able to live with this choice in a future Australia.
The Voice isn’t for today, it is for a future Australia where our First Nations people should have a voice on decisions that directly impact them. I see it as a fundamental democratic principal that ensures that Indigenous peoples have a say in policies and decisions that impact their lives. If Government were making wholesale changes in a sector – say housing or health, they would consult with that sector.
For years now there has been decisions and policies made for our Indigenous population and not with them. They have been underrepresented in Government for far too long and we cannot depend on an elected First Nations person to be the constant representative.
The Voice is the opportunity to change this.
The key priorities to date include that The Voice will help to improve Indigenous health, education, housing and employment. It is also a way to acknowledge sovereignty, build recognition and inclusivity.
If we are able to integrate Indigenous perspectives into policy making, won’t it lead to more effective and culturally sensitive solutions? Won’t it also help close the gap on significant disparities?
We are being asked to participate in a decision that will impact 3 per cent of our total population who have been here for over 65,000 years and there is no reference to them in our Constitution.
Today our Indigenous community is the most marginalised, disadvantaged group in Australia with 30 per cent of Indigenous households in income poverty. Their current life expectancy is 20 years less, some remote communities live in absolute poverty with poor health care and little to no infrastructure. Sadly, they are also the most incarcerated people in the world, making up 29 per cent of the prison population (where the total population is 3 pper cent). Most Aboriginal deaths in custody are due to inadequate medical care, lack of attention and self-harm.
Will The Voice solve these issues? Not directly. We all need to do the work on this as a collective nation. What it will do, however, is ensure that there is Indigenous representation to consult and influence decisions that will help create change. This is long term work, there is no easy answer.
I am a migrant to this country and I know how lucky I am to have the life and opportunities I have here. I have spent most of my time being the first and only in business (woman and woman of colour). Even at weddings and parties with friends, I am often the only person of colour in the room.
I have enormous empathy for our First Nations people and every time I hear someone, as an example, asking a football crowd to boo welcome to country, I am filled with dread and anxiety, and to an extent, fear.
So, I am also very aware that the Voice to Parliament will not solve the issues around everyday racism, bigotry, inequity and the damage of colonisation.
I do wonder if the fact that over half of Australia’s population is a migrant or from a migrant background – and whether that will have a positive impact on The Voice vote. These communities suffered high incidents of racism during COVID, while Black Lives Matter movement in Australia galvanised many migrant communities and heightened the awareness of the prevalence of racism in Australia and possibly as a result have connected with the Indigenous peoples struggles.
My hope is that we land on a Yes Vote. That we recognise that Yes is a start of a long journey that we collectively as a nation have an opportunity to work on. That by having a Voice to Parliament means better consultation, understanding, connection and outcomes for everyone.
How the Voice to Parliament will work is yet to be decided. But we do know it will have no political or legal power nor will they be able to make decisions. We also need to ensure that however we create this, it cannot be undone by future Governments.
The Uluru Statement from the Heart invites us to join our Indigenous people on their journey. I am an Island girl at heart. Born in Fiji where one grandparent was a slave and the other was a trader. I have seen first-hand the impact of colonisation, heard and read stories of the terrible acts that were done to my grandparents’ generation. I was four years old when we gained our Independence.
Today, Australia is my home and I have an opportunity to help reset the past, of which I didn’t play a part and neither did my ancestors, however I play a part in the future. And I want a future where incidents of racism are reduced, where our First Nations people have opportunities for better health and wealth, where my grandchildren can look back on this time and say we made the right decision.
I am taking up the invitation and walking with our First Nations people on a journey to a Yes vote, that is only at its beginning. I truly hope that many of you will be on that walk with me.
*Ref Parliament of Australia *Human Rights Commission
Over the last few weeks my co-host Div and I have spoken to leaders doing incredible work, here they are in the one place for you to listen to.
Two ears one mouth - transmit less and hear more - Graeme Beardsell
Open your heart and mind in business with Helen Brown
