Women Are Leading in Corporate Australia, but at What Cost? Susan Lloyd HurwitzThursday 11th April 13.35 AEDT Unpaid Labour as a Structural Challenge Income Disparity Between Female and Male Executives Need for Policy and Workplace Reform The Economic Significance of Unpaid Work Imagine a day that begins before dawn and extends well past sunset a day encompassing not only strategic decisions and leadership challenges but also unpaid labour that starts and concludes at home. This reflects the reality for many women across Australia, where their professional and domestic contributions frequently go unrecognised. Unpaid Labour as a Systemic Challenge While extensive guidance exists for women on how to “lean in,” negotiate assertively, and seek a better work-life balance, a crucial element frequently overlooked is the disproportionate burden of unpaid work that women bear. According to the Australian Bureau of Statistics, 94% of women engage in unpaid labour, compared to 86% of men. This imbalance not only includes household chores but also extends to caregiving and community support roles that women manage alongside their professional responsibilities. Income Disparity Between Female and Male Executives Recent data from the Workplace Gender Equality Agency reveals a concerning trend: female CEOs earn, on average, 25% less than their male counterparts, amounting to approximately $170,000 annually. These figures reflect more than just a wage disparity; they highlight a systemic undervaluation of the diverse role’s women fulfil. The Emotional and Health Impact of Unpaid Work The ongoing struggle to balance paid employment with unpaid responsibilities significantly impacts women’s mental and physical well-being. The stress inherent in managing these dual obligations frequently leads to burnout, posing risks to long-term career prospects and personal health. The Need for Policy and Workplace Reform As the President of Chief Executive Women (CEW), I represent over 800 of Australia’s most accomplished female executives, witnessing daily the barriers these talented leaders overcome. Yet, even at the highest levels of their careers, they navigate an environment that often underappreciates their broader contributions. It is imperative that we no longer regard unpaid care as a private issue; it is a matter of economic importance. Our society heavily relies on this labour; without it, the formal economy would face significant compromise. Recognition through improved parental leave policies, carer payments, and financial acknowledgement of unpaid contributions is long overdue. The Economic Significance of Unpaid Work: What Needs to Change? Workplace reforms must prioritise achieving balance and recognising the economic value of unpaid work. Implementing flexible work arrangements, affordable childcare, and equitable parental leave should be considered essential for addressing the gender participation gap. As a nation that prides itself on fairness and economic resilience, permitting this disparity to persist is contradictory. The unpaid labour of women is not only vital for families, but it also supports the broader economy. We seek validation, support, and equity, particularly in roles that often go unrecognised. It is time to reconsider our approach to leadership and compensation, ensuring that every leader is acknowledged not only for their corporate responsibilities but also for their valuable contributions to society. Susan Lloyd Hurwitz serves as the President of Chief Executive Women, an organisation representing more than 800 of Australia’s most distinguished female leaders. As a former CEO, she is a steadfast advocate for gender equity in leadership positions and a vocal proponent of addressing pay disparities.

Speech Notes for Catherine Blake at the Business Council of Australia Annual Summit Speaker: Catherine Blake, CEO of Elevate Group and Member of Chief Executive Women (CEW) Event: Business Council of Australia Annual Summit Audience: CEOs, board chairs, government advisors, corporate leaders, and investors It is a true honour to speak at the Business Council of Australia Annual Summit. This summit provides a vital platform for leaders and policymakers to come together and discuss the future direction of our economy and society. The Business Council of Australia Annual Summit celebrates innovation, leadership, and achievements across various sectors. Being here today highlights our shared commitment to building a successful and fair future for all. I am Catherine Blake, the CEO of a high-performing team responsible for managing multimillion-dollar portfolios and consistently delivering outstanding results. However, despite these accomplishments, my earnings fall significantly short compared to those of my male peers. This disparity isn’t speculation; it’s a well-documented reality. The Workplace Gender Equality Agency reports that, on average, female CEOs in Australia earn $170,000 less than their male counterparts, leading to a troubling 25% pay gap at the highest levels of executive leadership. This issue becomes even more alarming when we look at the national gender pay gap, which currently stands at 21.8%. To put it simply, for every dollar a man earns, a woman earns only 78 cents, translating to an annual shortfall of $28,425. What message does it send to women at every stage of their careers? It implies that regardless of women’s skills, experience, or the quality of their workplace contributions, their work is undervalued by employers. This issue extends beyond just compensation; it reflects the worth we assign to roles frequently occupied by women. Women make invaluable contributions to the workforce, yet they bear a disproportionate amount of unpaid labour. According to the Australian Bureau of Statistics, although only 4% of women engage in unpaid work, they, along with 86% of men, spend considerably more time on vital tasks such as housework, childcare, and caregiving. In fact, full-time working women take on 60% more unpaid domestic responsibilities than their male counterparts. We lead, we work, we care, and still, 72.2% of Australian employers perpetuate a gender pay gap that favours men. Have we made any progress? Yes, though it’s minimal. At the current pace, we won’t close the pay gap for over a century, and achieving equal representation in CEO roles, which is only 22.3% now, will take even longer. This issue isn’t just about fairness; it’s also an economic misstep. Numerous studies reveal that companies with gender-diverse leadership teams tend to outperform those without. The evidence is clear: gender equality isn’t a risk; it’s a pathway to greater profitability. So, what are we waiting for? What actions must we prioritise? We must implement transparency in executive pay to ensure it is managed effectively. We should tie gender equality to board KPIs since leadership shapes the organisation’s culture. Additionally, let’s invest in mentorship programmes that foster pathways for female leadership; the next generation is watching and waiting. This isn’t about seeking preferential treatment; it’s about gaining a competitive edge. If we want Australia to thrive economically and socially on the global stage, we must stop undervaluing the contributions of half our workforce. To my fellow leaders: We have the power to effect these changes. We don’t need permission; we need resolve and commitment. To every woman climbing the career ladder: I see you; I am you. Keep pushing forward. We’re not asking for anything extraordinary; we’re demanding equal recognition, equal pay, and equal opportunities. Let’s not just promise to change for the future; let’s make sure it happens now. Why is this transformation so crucial? The economic consequences of gender inequality are enormous. Economies prosper when more women occupy leadership positions, as diverse perspectives lead to better decision-making and drive innovative solutions. Every step we take to close the gender pay gap empowers women and reinforces the economic strength of society. What can each of us do as individuals? Support businesses that prioritise gender equity. Advocate for policy changes aimed at fair compensation. Offer mentorship to young women entering your fields. Every effort, no matter how small, counts. In closing, we stand at a crucial juncture. The choices we make today will shape the society of tomorrow. Let’s strive for a world where gender equality is not just an idea but a concrete reality. Thank you.  

To: amyRemeikis@theguardian.com.au.au From:Andreamunginga@cew.org.au   Subject: Urgent Action Needed: Tackling the $170K Gender Pay Gap for CEOs in Australia Hi Amy, I hope this message finds you well. I was particularly impressed by your recent article regarding the challenges women face in securing executive positions, which closely aligns with our findings. Considering recent discussions surrounding gender equality, it is troubling to discover that female CEOs in Australia are still earning $170,000 less than their male counterparts. This 25% pay gap not only highlights the persistent systemic inequalities but also calls into question the progress we assert to have achieved in corporate Australia. My name is Andrea, and I represent Chief Executive Women (CEW). We have just analysed new data from the Workplace Gender Equality Agency (WGEA), which exposes this significant disparity. Reflecting on these findings, CEW is advocating for strong federal actions to enforce pay transparency, enhance leadership development for women, and ensure corporations are held accountable for addressing gender pay gaps. Susan Lloyd Hurwitz, President of CEW, states, “Equal pay for equal leadership is not a radical concept; it’s a fundamental principle of fairness.” Given your notable reporting on gender equality and policy at The Guardian, we believe this topic would greatly interest you and your readership. We would be pleased to provide you with detailed information, arrange an interview with Susan Lloyd Hurwitz, or offer additional comments to enhance your coverage. Please find the full media release on the link below for more information. https://cew.org.au/news-views/tag/news-views We look forward to potentially collaborate in bringing attention to this critical issue. Best regards, Andrea Munginga Andrea Munginga (she/her)PR Consultant+61 450 664 847Level 21, 363 George St, Sydney, NSW 2000, AU

Media Release March 6,2025 CEW Calls for Federal Intervention to Resolve CEO Gender Pay Disparity New findings from the Workplace Gender Equality Agency (WGEA) reveal a staggering pay gap of $170,000 between female and male CEOs in Australia, highlighting a serious systemic issue at the executive level. The WGEA study, which discloses a 25% pay disparity, has encouraged Chief Executive Women (CEW) to urge immediate and significant Federal government action. This gap reflects not only entrenched corporate governance issues but also wider societal inequalities that hinder women’s leadership and career progression in the corporate workplace. Further analysis from the WGEA study shows that nearly 75% of Australian employers preserve wage structures that favour men, particularly in lucrative sectors like finance, mining, and construction. The survey, which includes data from approximately 8,000 employers, indicates that companies with higher average pay tend to have larger gender pay gaps. Although women make up almost half of the Australian workforce, they are still vastly underrepresented and underpaid in senior positions. Considering these findings, CEW board members gathered on March 8, 2025, at their Sydney headquarters to brainstorm effective strategies for addressing and closing this executive pay gap. “These figures are simply unacceptable. Equal pay for equal leadership is not just a fair expectation; it’s a fundamental right. We need policy changes now to drive progress and eliminate this gap for good,” CEW President Susan Lloyd Hurwitz. CEW has put forward several recommendations to the federal government, which are crucial for achieving gender pay equity: Strengthening enforcement of pay transparency for executive and board-level compensation. Allocating resources for leadership development programmes to better prepare women for CEO and senior executive roles. Implementing accountability measures for organisations with significant gender pay gaps among their leaders. “Gender pay equity is essential for Australia’s economic success. Strong government leadership is key to ensuring transparency and fairness at the highest levels of business,” emphasised WGEA CEO Mary Wooldridge. CEW continues to champion the structural and cultural changes needed to empower more women to take on leadership roles. Closing the gender pay gap at Australia’s highest corporate levels is vital not just for fairness but also for the overall health of the national economy.   For further CEW media information contact: Jesse McCarthy-Price jesse@cew.org.au 0429 160 550