HR leaders can ‘be passive participants’ or take ‘action’ for equality in the workplace

With International Women’s Day (IWD) this Saturday (8 March), many are calling on employers and HR leaders to be staunch in their support of progressive workplace policies.

HR Leader recently spoke to Archie Beetle, founder and chief executive of Queer Town, and Barbara Matthews, chief people officer at Remote, about IWD and the initiatives that should be important to Australian organisations.

Beetle touched on how IWD offers businesses a moment to review their current policies pertaining to gender and other progressive workplace initiatives.

“The theme of International Women’s Day this year is ‘March Forward’, but the reality is that many women are watching the world take steps backward. The gender pay gap in Australia remains a stark reality, trans and non-binary inclusion is being politically weaponised, and diversity rollbacks overseas are emboldening those who want to stall progress here.

“HR leaders have a choice: be passive participants in these setbacks or take deliberate action to ensure workplaces are forging ahead. ‘marching forward’ means moving beyond acknowledging inequity and taking steps to dismantle it,” Beetle said.

“This looks like educating your teams, ensuring parental leave is inclusive, advocating for policies that protect trans and non-binary team members, auditing your pay gaps, and creating workplaces where diversity isn’t just accepted, but valued.”

Beetle explained that at their company, HR leaders have taken it upon themselves to have those “honest” conversations.

“The most effective HR action we’re seeing at Queer Town right now is leaders connecting with their networks, reaching out to experts, and having honest conversations about what’s working or not working. Remember: the goal is not to reinvent the wheel,” Beetle said.

“Start with a simple roadmap that has clear goals, a basic timeline and evaluation measures, then take steps forward – no matter how small.”

“Because in 2025, inclusion needs to be more than a brand statement. It’s an accountability check. So, ask yourself: are your policies, practices, and pay structures marching forward or holding people back?”

Matthews also touched on the gender pay gap, which recent results showed that nearly three in four (72 per cent) of all Australian employers pay men more, on average, than women.

“Closing the gender gap in leadership, particularly within corporate Australia, remains an ongoing challenge. Women are underrepresented in senior roles, and systemic barriers continue to hinder their progress. Against the backdrop of growing DEI backlash and increasing return-to-office mandates, the issue is likely to worsen unless organisations strengthen their DEI initiatives,” Matthews said.

“Remote and hybrid work models have empowered women to better balance their professional and personal responsibilities, fostering a sense of belonging that encourages career growth. For women, having a sense of inclusion is a powerful catalyst for career growth, yet many still face barriers to advancement – especially in leadership roles.”

“However, the current pushback against these flexible work arrangements threatens to undo this progress, particularly as governments and employers fail to address the equal economic opportunities, safety, and support women need to thrive.”

The pushback that Matthews refers to has been a hot topic of discussion, as recently, Coalition party leader Peter Dutton pledged to bring all public servants back to the office if he were to be successful in the upcoming federal election.

“This International Women’s Day presents an opportunity for organisations to reassess and double down on their DEI efforts and commit to dismantling the structures that have long held women back,” Matthews said.

“As we ‘march forward’ in 2025, it’s crucial that organisations prioritise creating inclusive workplaces that support diverse leadership, equity, and flexibility. Only then can we ensure that women have the opportunity to lead and succeed in today’s evolving workforce.”