How Women are Shaping the Future of Leadership in Australia

The rise of women’s representation in leadership roles across Australia is redefining what leadership looks like. As more women step into senior positions, they play a big part in challenging norms and advocating for equitable leadership opportunities. As this shift unfolds, it’s worth exploring the following questions: how much progress has been made in recent years and what makes female leaders valuable in business?

This article explores the steady progress of women’s representation in leadership across Australia, the key skills that make female leaders valuable and ways women can navigate common leadership challenges. Featuring insights from an experienced diversity, equity and inclusion (DEI) consultant, we also highlight practical strategies for future female leaders, including pursuing postgraduate study to enhance leadership skills.

The growing momentum of women’s leadership representation in Australia in recent years

Women’s representation in Australian leadership has been steadily building momentum, with progress evident in both public and private sectors. The federal government reported that women reached gender parity at the senior executive level within the Australian Public Service for the first time in 2023. The proportion of women in senior executive roles increased to 55 per cent in 2023, compared to only 26.8 per cent in 2001.

There has also been positive movement in the corporate world. According to the Australian Institute of Company Directors’ Gender Diversity Snapshot for April to June 2025, 45 women serve as board chairs across the top 300 companies listed on the Australian Securities Exchange (ASX), up from 42 in 2024. This shows that Australia is gradually making positive changes towards having more women in leadership.

Eva Zellman, a principal consultant at People Solutions, brings two decades of experience in organisational development and DEI across diverse industries. She highlights the progress outlined in the 2025 Gender Equity Insights report by the Bankwest Curtin Economics Centre (BCEC) and the Workplace Gender Equality Agency (WGEA). “Nowadays, four in ten board members [across ASX companies] are women. We find that about 40 per cent of key management staff are women across all levels.”

However, despite boards nearing parity, the report discovered that female repIresentation among CEOs and senior executives stalled at around 25 per cent in 2023-24 and only one in four organisations reported gender-balanced leadership teams. As Eva observes, “While we have seen an increase of women in leadership roles, they're often not a key decision maker or the CEO.”

Eva also raises concerns over the rising resignation rates among female leaders. According to the report, women in management have consistently resigned at higher rates than their male counterparts, with the gap widening in 2022 and 2023. However, this trend demonstrated modest improvement in 2024 as the gap narrowed slightly.

While some challenges persist, the growing presence of women in leadership positions across Australia suggests a promising shift towards a more inclusive future.

How these 5 female CEOs are transforming major industries in Australia

In Australia, many inspiring female leaders are redefining organisational success across diverse industries, including ones that are traditionally dominated by men. These leaders demonstrate effective leadership styles that build inclusive workplaces while navigating organisations through complex challenges. Below are some of Australia’s top female leaders:

Melanie Perkins (Technology)

As the chief executive officer (CEO) and co-founder of the online graphic design platform, Canva, Melanie transformed a start-up idea into one of the most successful tech companies globally. Launched in 2012, Canva has empowered over 15 million users around the world, providing accessible digital tools for design. In 2018, the tech company achieved a ‘unicorn’ status, valued at over US$1 billion. Melanie is also recognised for her leadership style that emphasises giving back and doing good in the world. In 2021, she and her fellow co-founder Cliff Obrecht pledged to donate the vast majority of their wealth, which accounts for 30 per cent of Canva’s value, to charity over time. Melanie is a prime example of purpose-driven leadership in the modern business world.

Shemara Wikramanayake (Finance)

Shemara made history as the first female CEO and managing director of the multinational investment banking and financial services company, Macquarie Group. Joining the organisation in 1987, she took on the top executive role in 2018 and became the first woman to hold the title of highest-earning CEO in Australia in 2019. Under her leadership, the bank has become a leading investor in renewable energy. She’s also a founding CEO of the United Nations Climate Finance Leadership Initiative, highlighting her commitment to prioritising green finance. Shemara exemplifies how female leadership can drive both business growth and global impact.

Vanessa Hudson (Aviation)

Joining Qantas in 1994, Vanessa held several senior customer, commercial and finance positions before she was appointed as the first female CEO in 2023. Tasked with restoring trust and company reputation during a turbulent period after the Covid-19 pandemic, she’s announced several strategies like expanding loyalty programs and investing in fleet upgrades, sustainable aviation fuel and employee training. Her appointment highlights the critical role women play in revitalising legacy organisations.

Leah Weckert (Retail and consumer goods)

In 2023, Leah became the first female CEO of Coles Group. Prior to her CEO role, she held various leadership positions in the company, including chief financial officer and chief executive, commercial and express. During her tenure, she launched the ‘Great Value. Hands Down’ campaign, which reduced the price of over 500 products to help customers navigate rising living costs.

Under her inclusive leadership style, Coles was ranked number one in the Access and Inclusion Index 2023 by the Australian Disability Network, recognising its dedication to building a workplace that’s inclusive of employees and customers with a disability. Coles’ 2025 Annual Report also highlighted greater representation of women in leadership roles. Leah makes an excellent example of an empathetic leadership style that balances commercial success with social responsibility, inclusivity and care for stakeholder wellbeing.

Amanda Lacaze (Mining)

Amanda took charge as the CEO and managing director of mining company, Lynas Rare Earths, in 2014. In 2020, she was featured in the 100 Global Inspirational Women in Mining for her contributions in creating a stronger, safer and more sustainable mining industry. Amanda led the company through a challenging period involving significant financial losses and operational difficulties prior to her CEO appointment. Under her strategic leadership, the Australian mining organisation is now the world's largest rare earths producer outside of China. Amanda’s success demonstrates how female leaders can thrive even in male-dominated industries like mining.

Key strengths female leaders bring to the table

Female leaders often bring valuable strengths like emotional intelligence (EQ) and strong communication skills, which can contribute to a more holistic approach to decision-making. Eva notes that company boards with greater female representation tend to be more profitable, not necessarily just because women offer diverse perspectives, but due to the way they approach challenges. While men may be more prone to groupthink or project confidence to push decisions forward, women are often more willing to display vulnerability by questioning assumptions and seeking more information if something doesn’t feel right. As Eva shares, “Women are more inclined to question the status quo and admit when they’re a bit unsure, so it often leads to better outcomes and more thorough decision-making.”

Besides EQ and communication skills, female leaders often have a range of other strengths that help them navigate workplace challenges and foster inclusive cultures, such as the following:

Time management

Many women juggle responsibilities at work and at home, which can mean they naturally develop strong time management skills. However, building this skill can work in their favour as a leader, as it helps them manage projects and ensure deadlines are met without compromising on quality.

Adaptability

Women often navigate significant life changes, particularly as primary caregivers, requiring them to adjust to new circumstances and manage change effectively, sometimes out of necessity. Adaptability is a vital leadership trait that helps leaders navigate challenges like technological disruptions and shifting market trends.

Inclusivity

Given the ongoing underrepresentation of women in leadership and the additional barriers faced by marginalised groups, many female leaders are more likely to care and advocate for inclusivity in the workplace. This often drives them to work towards building an environment where fair treatment is given to all team members.

Collaboration

An open and inclusive workplace encourages collaboration and welcomes diverse perspectives. Female leaders often demonstrate a collaborative approach because they tend to prioritise empathy and active listening, which are character traits developed through their interpersonal experiences. Collaboration is also an important skill for female leaders to navigate cross-functional environments where different teams work together to achieve common goals. A collaborative leadership style can play a big role in boosting team productivity, innovation and organisational success.

Why female leaders are important in Australia’s business landscape

In the business world, female leaders can play a crucial role in enhancing company performance, encouraging more women to pursue leadership positions and providing employers access to a more diverse talent pool. Female leaders can also help create a more inclusive workplace culture and support better employee retention. Find out more below:

• Improve company performance

BCEC and WGEA’s Gender Equity Insights report found that organisations with balanced leadership teams are more likely to surpass industry benchmarks and consistently outperform their peers in terms of company value, profitability and resilience. These advantages derive from their broader range of perspectives, stronger decision-making and enhanced capacity for innovation. They’re also better positioned to navigate challenges like economic downturns and technological disruptions. This demonstrates that having women in leadership roles can offer a strategic advantage rather than just a fairness obligation, helping organisations remain competitive and resilient in a rapidly changing business landscape.

• Encourage more women to pursue leadership roles

Women leaders offer visibility to other women in the workforce, especially those aspiring to become leaders as well. They act as role models that show leadership jobs are achievable for women, breaking the stereotype that leaders are traditionally male. The Chief Executive Women’s Senior Executive Census in 2025 discovered that ASX 300 companies with a woman CEO had 46 per cent women in executive leadership teams (ELTs), compared to the overall average of 31 per cent women in ASX 300 ELTs. In other words, having a female at the top can create pathways for advancing women in leadership.

• Access a more diverse talent pool

When more women step into leadership roles and demonstrate their capabilities, the impact goes beyond inspiring future female leaders. This visibility can help build confidence among employers to consider female candidates, ultimately expanding the talent pool. Eva explains how this can benefit organisations. “It's good for businesses because they have more people to choose from. It's hard to get good leaders sometimes, especially if you limit yourself to only males.” By prioritising capabilities over gender, companies can tap into a wider range of talent and find the right people who can help strengthen organisational performance.

• Foster an inclusive workplace culture

When organisations actively appoint women to their leadership team, it signals their commitment to embedding diversity and inclusivity in their operations and workplace culture. Eva stresses the importance of moving women into leadership jobs where they can exert their influence to create more inclusive spaces. 

Many female leaders also bring different lived experiences that make them more attuned to issues like gender inequality, inflexible work arrangements and other challenges often faced by women and those in marginalised groups. This perspective helps create a workplace where all employees feel respected and valued, which can boost engagement and productivity.

• Increase employee retention

Organisations led by women can help improve employee retention, particularly among female team members, who may be more likely to stay when they see diversity represented at the top and clear pathways for career advancement. Many female leaders also embrace an empathetic leadership style that ensures team members are cared for, whether by offering flexible work options, transparent promotion opportunities and fair pay, which can boost employee loyalty.

How society can navigate common leadership barriers for women

While progress is being made, many women may still face persistent challenges on the path to leadership, including societal expectations, gender stereotypes as well as a lack of female leaders, flexible work and succession planning. Intersectional challenges faced by women in marginalised communities can also limit their leadership progression. However, there are ways society can respond to these challenges and position women for leadership success. Learn more about overcoming barriers for women in leadership below:

Reframing societal expectations

Many women in the workforce shoulder disproportionate caregiving duties and experience pressure from society to prioritise family over career. Eva shares that this pressure can be deeply internalised. “For anyone with children, we may feel guilty if we're at work because we [feel like we] should perhaps be at home with our children, even if no one has verbally said that to us.” This can reduce the capacity of women with primary caregiving responsibilities to pursue leadership positions.

To navigate this pressure, society should normalise caregiving as a role shared across genders, rather than one assigned to just women. When families and communities actively challenge traditional gender norms surrounding caregiving, they can help promote more equitable expectations and reduce the disproportionate burden often placed on women. Workplaces can lead the change by offering flexible and inclusive work policies, providing parental leave for all genders and promoting cultures that support work-life balance to all employees.

Challenging gender stereotypes

Persistent unconscious biases often reinforce the idea that caregiving and nurturing are roles meant for women. Eva believes that these biases shape our perceptions of leadership and responsibility. “The fact that we think women should be the caregivers and men should be the breadwinners underpins a lot of the challenges we face.” She notes that even women can internalise these unconscious biases. When men are typically seen as the breadwinners, this may perpetuate the belief that they are more suited to lead.

Society can work towards countering these stereotypes by speaking up against bias and advocating a wider range of leadership styles that go beyond the traditional leader prototype, which typically features a strong and authoritative male figure. This can include recognising and valuing qualities like emotional intelligence, active listening and collaboration in a leader. Redefining what leadership looks like is essential to create space for more diverse representation.

Building visibility of women in leadership roles

Eva highlights that when there is a lack of women in leadership positions, it can discourage other women from aspiring to lead. “If we don't see female leaders, we don't think we can be leaders.” She believes it’s important to have senior female leaders who serve as role models, helping other women understand what it’s like being a leader. This lack of visibility can also create a smaller pipeline of female candidates to step into senior leadership positions, making progress towards achieving gender balance more difficult.

To build more visibility, society can work towards amplifying the voices of existing female leaders across industries. Companies and professional networks can offer a platform for female role models to share their leadership experiences to inspire and empower other women through workshops, seminars and industry events. Organisations can also provide programs where senior female leaders can actively mentor colleagues at work to help emerging leaders grow.

Advocating for flexible work structures

When organisations have rigid work structures, they often create barriers for individuals juggling family commitments. Eva notes that leaders are typically perceived to work full-time and organisations may be reluctant to offer part-time or job-sharing arrangements at senior levels. This lack of flexibility can make it challenging for those with caring responsibilities to pursue these leadership roles, especially women, who often face societal pressure to take on these duties. As a result, their access to advancement opportunities may be impacted.

To address this challenge, organisations can embed more inclusive leadership models by providing part-time, job-sharing or remote arrangements. They should prioritise designing leadership jobs that focus more on outcomes rather than availability. This can help provide a more accessible pathway for employees with diverse needs to progress towards leadership.

Engaging in succession planning

According to Eva, companies that fail to think ahead and plan for their future leadership capabilities may not only not have a pipeline of competent leaders available but also fail to promote capable female leaders. Without asking questions like “Who are we going to develop?” and “How do we make sure there are females in the pipeline?”, these organisations risk missing out on opportunities to intentionally develop diverse talent, including women. Even if women are in their existing talent pool, they may be overlooked if there are no concrete strategies to support their advancement.

When it comes to succession planning, Eva suggests that organisations adopt the opt-out method, where capable women are proactively placed on the shortlist for a role and given the option to decline, instead of having to nominate themselves. This approach can help elevate women who are less likely to put their hands up unless they meet every selection requirement. As Eva shares, “Women generally make sure they hit all their selection criteria and if they only hit nine out of 10, they're not going to apply. Meanwhile, a man may only hit five but still apply.” By removing the burden of self-nomination, this method can help ensure that women with high potential aren’t overlooked.

Women can also play an active role in an organisation’s succession planning by clearly demonstrating their aspirations for leadership positions. This may involve joining leadership development programs, seeking feedback from management and initiating conversations with employers to advocate for inclusive succession planning practices. Raising their visibility in these spaces is important to boost their chances of being considered as future leaders.

Addressing intersectional challenges

Women from diverse cultural or racial backgrounds often face additional discrimination and barriers in the workplace. The 2023 Culturally and Racially Marginalised Women in Leadership report from Diversity Council Australia found that 85 per cent of culturally and racially marginalised women felt they had to work twice as hard as others to receive equal treatment at work. Eva also points out the intersectional issues that persist in women’s growing progress in Australian leadership. “We need to be aware that a lot of the traction that we have had is mainly for white women or of European descent and not so much for women of colour or Indigenous women.”

To navigate this issue, society must actively create environments where women with marginalised identities feel supported and empowered. Building inclusive peer networks is one way to help these women find solidarity with those who understand their unique barriers. Organisations should also demonstrate their intention to support diverse talent by designing leadership frameworks that recognise intersectional experiences. Calling for systemic reforms can help foster more equitable workplaces where all women have the opportunity to lead.

Practical tips for future female leaders

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As an aspiring female leader, it’s essential to create a clear career plan to keep you on track with your leadership goals. Knowing what your strengths are and how to promote yourself can elevate your visibility to be considered for leadership roles. Taking the initiative to lead projects, expanding your professional network, building a support system and participating in leadership training can also enhance your leadership potential. Find out more below:

1. Define your goals and career plan
   As an aspiring leader, it’s important for you to outline your long-term career objectives clearly along with the steps needed to reach them. You can define what leadership means to you, whether it’s guiding a specific department or overseeing the long-term strategic direction of an organisation. Having a clear roadmap allows you to stay focused and make informed career decisions that align with your ambitions. You can also review and update your plan regularly as you progress in your career.

2. Know your strengths and promote yourself
   Understanding your strengths and capabilities is essential. You can do this by identifying and listing your skills, experiences and personal qualities that reflect your abilities as a leader. Once you know which areas you excel in, it’s important to think about how you can communicate these strengths to increase your visibility. Eva highlights that women are often very talented, but they don’t know how to share their strengths or don’t want to talk about them as they feel like they’re bragging. However, it’s all about how you pitch yourself. As she explains, “Rather than saying ‘I'm the best person ever’, talk about your achievements, including the results you’ve delivered, how they were done and the benefits you’ve added.”

   Your achievements can serve as evidence of your leadership capabilities. To stand out from others, it’s important to highlight your successes and contributions both within your organisation and externally. This may involve sharing outcomes of projects you’ve led and business goals you’ve achieved. Effectively communicating your achievements helps get your work recognised, which may lead you to more opportunities for career promotions.

3. Take the lead on projects
   Leadership often involves taking charge and guiding others, so volunteer for initiatives or projects that allow you to demonstrate leadership skills. Taking the lead on projects, even small ones, can help you gain practical experience in managing teams, navigating challenges, making decisions under pressure and developing confidence in your abilities. Eva shares that putting your hand up to try new things and getting involved in projects can offer valuable advantages, such as expanding your network across the business, building your skills and knowledge as well as increasing your visibility at work and among senior leaders. Accumulating these experiences can help prepare you for larger responsibilities, connect you with the right people and better position you for leadership opportunities.

4. Expand your professional network
   It’s important for you to build positive relationships with the people you encounter throughout your career. A strong network can provide you with valuable advice, collaboration opportunities and potential career opportunities, including leadership positions.

   Eva recommends reaching out to people in leadership roles directly. She advises that if certain networking events aren’t accessible, especially for women, there are other strategic ways to build meaningful connections on your own terms. “If women can’t attend boys’ club-style networking events, maybe ask leaders to go for lunch.”

   Consistently taking initiative to engage with leaders can also open doors to mentorship opportunities. Eva notes that female employees can benefit from receiving guidance from both female and male mentors. These mentors can provide a space for you to discuss workplace challenges, identify strengths and areas for improvement and boost confidence. Besides mentoring, you can look for sponsorship opportunities, which involve connecting high-potential female employees with senior leaders over several years with the intent to fast-track your leadership progression.

5. Establish a support system
   Eva stresses the importance of having a trusted support network when you experience pushback against gender biases. Having people you can safely turn to allows you to express your frustrations, support each other and work through challenges together. Eva says you can get peer support from friends navigating similar situations or from industry-specific groups, such as women in mining or women in engineering, which are especially common in more male-dominated industries.

   Many organisations also offer employee resource groups (ERG) dedicated to supporting women in the workplace. For example, Salesforce Women’s Network strives to achieve gender parity and improve women’s representation in senior positions within the organisation. Joining an employee-led group can offer you the chance to connect with like-minded colleagues. Building your support network, whether through formal channels or informal connections, can help you get the support you need to progress your career.

6. Participate in leadership training
   You can refine your leadership capabilities by participating in structured leadership training programs designed to cultivate the essential skills every effective leader needs. These programs can include workshops, seminars, executive training and projects that can help women improve their skills in decision-making and strategic thinking. They typically offer opportunities to learn from experienced leaders, explore real-world challenges and build your confidence to lead.

   Leadership training can also range from formal degrees to short courses. Eva says this form of training helps you gain insight into what good leadership looks like and what it takes to become a strong leader yourself.

How postgraduate study can help you in your leadership journey

If you’re aspiring to become a leader, advancing your qualifications with postgraduate study can help you develop the capabilities you need to lead and improve your career prospects in the job market. According to Eva, pursuing a Master of Business Administration (MBA) can be a great strategic move if you’re aiming for a leadership role. The qualification can help you develop a well-rounded leadership skill set, focusing on areas like people management, finance and strategy. Besides building your skills, Eva notes that MBAs are often delivered in smaller cohorts, providing meaningful opportunities for deeper connection and networking. Upon graduation, you’ll be better equipped to take on more senior roles that allow you to lead an organisation to success.

If you’re looking to study an MBA focusing on inclusive leadership and workplace equity, you can consider Kaplan Business School’s Master of Business Administration course. The master’s program features the Women in Leadership specialisation, which delves into workplace cultures that promote fairness and equity. Units offered in this specialisation include Gendered Workplace Environments, Personal Growth and Empowerment and Communication, Persuasion and Influence. During your studies, you’ll explore how companies shaped by diversity outperform those that have a more uniform structure.

Macquarie University‘s Master of Business Administration course offers female and gender-diverse students the opportunity to join the Platinum+ Emerging Leaders program. Partnering with Future Women, this initiative includes masterclasses, psychometric assessments and networking events to support their professional development. As a participant, you’ll get access to resources that cover inclusive leadership, presenting for success and developing high-performing teams.

Many universities provide mentorship programs and networking opportunities designed to support women on their leadership journey, which can be a valuable addition to their postgraduate experience. For example, the University of Sydney offers the Lucy Mentoring Program, which connects female-identifying business students with senior women in business and male allies who champion women in leadership within the corporate, public or not-for-profit sector. You’ll be able to gain personalised career advice through one-to-one conversations.

Similarly, the University of New South Wales (UNSW)’s Career Mentoring Program features a specialised Women in Business stream for female-identifying students. The program connects you with accomplished female leaders among the UNSW Business School alumni. You'll be placed in a small group with one mentor to learn and share experiences. Through this mentorship, you'll build the skills and leadership mindset needed to navigate your career with confidence.

At the University of Melbourne, you can attend various women-focused webinars, workshops and networking dinner events to connect with female professors, alumni and leaders. These events provide opportunities to expand your professional network, seek guidance and gain insights into leading successfully as a woman in today’s business world.

Boost your leadership potential with postgraduate study

Female leaders play a crucial role in driving organisations forward in today’s competitive business landscape. Aspiring leaders can take proactive steps to prepare themselves for leadership positions.

Pursuing postgraduate study can be an effective way to build the skills and expertise required to lead in the modern workplace. Begin your leadership journey by exploring the diverse range of postgraduate business courses offered by leading Australian universities.