Are We Winning the Gender Equality Battle? With Helen Conway

Episode #342 Are We Winning the Gender Equality Battle? With Helen Conway

For decades, we’ve talked about gender equality in leadership. We’ve built diversity initiatives, launched DEI programs, and set targets. But if we’re honest, progress has been glacial. And now, with a growing backlash against DEI, many leaders are wondering: what’s next? 

I sat down with Helen Conway, former head of Australia’s Workplace Gender Equality Agency, to get her no-BS take on what’s really going on and what leaders – both men and women – can do about it.

Gender Bias is Real, But Ignoring It Won’t Fix It

Helen entered the workforce thinking everything was equal. It wasn’t. She experienced blatant pay inequities, dismissive male colleagues, and an executive culture that often treated women as second-class leaders. But here’s the kicker: she didn’t let it slide.

Her approach? Direct, calm confrontation.

When she discovered a male trainee lawyer was making twice her salary, she went straight to the managing partner and asked, “Can you explain to me why that is so?” He couldn’t. So he fixed it.

Lesson for leaders: If you see bias – whether it’s pay gaps, dismissive treatment, or exclusionary behaviors – call it out. And if you’re on the receiving end? Speak up. You don’t need to be aggressive, but you do need to be direct.

Practical takeaway: If you’re questioning whether you’re underpaid, gather data. Check salary benchmarks. Talk to recruiters. And then, prepare a rational, well-reasoned case for why you deserve more. And don’t go in cold, send your manager a note first so they’re not blindsided.

Women Struggle With Assertiveness, And It’s Holding Them Back

Let’s get real: assertiveness isn’t always a natural strength for women in leadership. Research backs it up. But Helen’s advice? Push yourself.

“Some people can do it more comfortably than others. If you’re not comfortable, just do it anyway. You owe it to yourself and those who come after you.”

Lesson for leaders: If you’re a woman in leadership, practice those tough conversations. If you’re a male leader, be aware of this dynamic and ensure women in your organisation feel safe speaking up.

Practical takeaway: If you struggle with tough conversations, write down what you want to say first. Rehearse it. And if necessary, bring a trusted mentor or sponsor into the conversation to back you up.

The Backlash Against DEI is Real, And It’s a Problem

Major corporations are scaling back their DEI programs. In the U.S., the Supreme Court struck down affirmative action admission policies (predominantly race-based) in colleges, and a number of executive orders have recently been implemented to eliminate DEI programs in the federal government. 

This backlash is spilling over into gender equality, as any decision-making criterion that isn’t merit-based comes under scrutiny.

At the outset of the gender equality movement,  leaders expected a “silver bullet” that would deliver instant results. But gender equality isn’t a quick fix, it’s a long game. And now, we’re seeing a global anti-gender equality groundswell gaining traction.

The rise of anti-women figures like Andrew Tate proves that young men feel left behind by the gender equality conversation. And that’s a failure of the movement itself.

Lesson for leaders: We’ve got to make gender equality a win-win, not a zero-sum game. That means making it clear how diversity benefits everyone, not just women.

Practical takeaway: If you’re leading DEI efforts, focus on outcomes that drive business performance – not just compliance. Diversity isn’t about quotas; it’s about better decision-making, stronger teams, and more innovation.

The Pay Gap: It’s Not Just About Money

The gender pay gap isn’t just about pay, it’s about opportunity. Women still hit career roadblocks when they take parental leave, get sidelined from promotions, and face biases embedded in HR systems.

Here’s what needs to change:

• Parental leave integration: Keep women in the loop while they’re on leave. Assign them a sponsor to ensure they aren’t forgotten when promotions roll around.
• Equal pay audits: Every company should be running pay equity audits. If you find a gap, fix it, quickly. At CS Energy, we spotted a 7% gender pay gap. We didn’t debate it. We closed it.
• Training for middle managers: Senior leaders often support diversity, but middle management can be the biggest roadblock. Train them to manage diverse teams effectively (I’d recommend Leadership Beyond the Theory!).

Practical takeaway: If you’re running a business, take a hard look at your HR systems. Are your promotion processes truly meritocratic? Are you actively ensuring women return from leave to meaningful roles? If not, fix it.

Breaking the Boys’ Club

The reality is, many senior leadership teams still function like old-school boys’ clubs. If you’re a woman trying to break in, and you don’t play golf or drink single malt whiskey, it can feel like an uphill battle.

Helen’s advice? Find a sponsor, not just a mentor. A mentor gives you advice. A sponsor actively advocates for you in rooms you’re not in. And if you’re a leader, step up and be that sponsor for someone who needs it.

Lesson for leaders: If you’re in the executive ranks, pay attention to who’s being included in key meetings, social events, and leadership development programs. If it’s always the same people, you’ve got a problem.

Practical takeaway: Identify one high-potential woman in your organisation and commit to actively sponsoring her career growth. Make introductions. Advocate for her in talent discussions. Help her navigate the system.

Final Thought: Gender Equality is a Strategic Imperative

Gender equality isn’t about being “nice.” It’s a business strategy. Companies that get this right outperform those that don’t.

Helen summed it up best: “It’s like any other business initiative – if you want results, you need leadership, focus, and accountability.”

The best leaders get this. The rest will be left behind.

So here’s my challenge to you:

✅ If you’re a leader, take one concrete step today to improve gender equality in your team
✅ If you’re a woman in leadership, push yourself to have that tough conversation you’ve been avoiding
✅ If you’re a man, step up as a sponsor for a woman who has earned a seat at the table

Real leadership means tackling the hard stuff head-on. Are you up for it?