Proudly supported by The University of Canberra and The Institute for Governance & Policy Analysis.
Report Hub: Bias, Barriers and Merit
Re-thinking Merit: Why the meritocracy is failing Australian businesses
"We suggest those who view Australia as a functioning meritocracy are failing to understand the limits of our own conceptions of merit, which involve a range of biases that discriminate against women and other diverse groups in employment practices".
Undervalued and Underpaid in America: Women in low-wage, female-dominated jobs
“This report investigates women’s experiences in large, low-wage, growing, female-dominated occupations, comparing demographic data and indicators of economic security between 1994 and 2014, and projecting growth rates to 2024.”
Re-thinking Culture: How to drive gender diversity in the workplace
"Business in Australia is highly dependent on the ‘meritocracy’: a system determining who gets to the top that is largely considered to be fair, egalitarian and objective. The problem is that it is not."
Navigating disruption without gender diversity? Think again. How five disconnects are holding back gender diversity and stifling innovation in business
Based on empirical evidence, this report argues for gender parity at the senior and decision-making level. The report argues for diversity as an industry tool to use against disruptive challenges and to drive innovation.
Deconstructing the Glass Ceiling: Gender equality in the Australian property profession
"The purpose of this paper is to export the role of professional bodies within the property industry in Australia in bringing about gender equality."
Leading with their Hearts? How gender stereotypes of emotion lead to biased evaluations of female leaders
"The belief that women are more emotional than men is one of the strongest gender stereotypes held in Western cultures [a]nd yet, gender stereotypes of emotion have received little attention from gender and leadership scholars."
Race Matters for Women Leaders: Intersectional effects on agentic deficiencies and penalties
"We suggest that when specific racial and gendered stereotypes are aligned with a specific dimension of agency, we can gain a more thorough understanding of how agentic biases may hinder women's progression to leadership positions."
The Queen Bee Phenomenon: Why women leaders distance themselves from junior women
“This contribution reviews work on the queen bee phenomenon whereby women leaders assimilate into male-dominated organizations (…) by distancing themselves from junior women and legitimizing gender inequality in their organization.”
Applying a Capital Perspective to Explain Continued Gender Inequality in the C-suite
"Women are still not progressing into executive, CEO or board roles in substantial numbers. We argue that gendered forces operating at societal, organizational, and individual levels inhibit the accumulation of valuable career capital."
A Bed of Thorns: Female leaders and the self-reinforcing cycle of illegitimacy
"In an attempt to explain why the gender gap in leadership positions persists, we propose a model centered on legitimacy."
Managing to Clear the Air: Stereotype threat, women, and leadership
"In this article, we explore the process and implications of stereotype threat for women in leadership, broadly construed."
In The Eye of The Beholder: Avoiding the merit trap
This report discusses the “paradox of meritocracy” effecting and affecting gender biases in the workplace. The report proffers a number of organisational case studies to demonstrate how companies have worked towards overcoming gender biases.