Context & Challenge
A global, ASX-listed technology company was facing increased pressure from employees, investors, and regulators to address gender equity. The organisation had no formal gender equity strategy, limited executive ownership of the issue, and no measurable objectives or governance framework to guide organisational change. To move beyond good intentions, the organisation needed a compelling business case, executive buy-in, and a practical roadmap to embed gender equity as a strategic priority.
Strategy & Execution
Jessie started by developing an evidence-based business case demonstrating the commercial, organisational, and societal value of investing in gender equity, securing executive and Board commitment. From there, Jessie designed and implemented the organisation's first enterprise-wide gender equity strategy, establishing measurable objectives across workforce representation, pay equity, promotion equity, and employee experience.
A 40:40:20 representation target was adopted across every level of the organisation (from the Board and Executive through to Directors, Managers, and the broader workforce) supported by robust governance and quarterly reporting to the Board. Jessie introduced workforce analytics to monitor representation, remuneration, promotion outcomes, and employee engagement, enabling leaders to identify emerging gaps and take evidence-based action. Jessie also led the organisation's inaugural Workplace Gender Equality Agency (WGEA) submission, establishing reporting processes and governance that positioned gender equity as an ongoing strategic priority rather than a compliance exercise.
Results & Impact
Within three years, the organisation achieved its 40:40:20 gender representation targets across every organisational level, including the Board, Executive, Directors, Managers, and employees. Regular Board reporting and transparent organisational communications embedded accountability for progress, while ongoing measurement ensured improvements extended beyond representation to include equitable experiences, promotion opportunities, and remuneration.
