Women in Digital’s Employer of the Year: Evinact’s Path to Excellence

Evinact, previously known as GWI Australia, has firmly established itself as a diversity champion in the professional services sector, earning the prestigious Employer of the Year title at the 2024 Women in Digital Awards. This achievement recognises Evinact’s unwavering commitment to diversity, equity, and inclusion (DEI), alongside its efforts to cultivate a workplace where employees thrive professionally and personally.

Through its innovative programs, people-first culture, and focus on creating impactful change, Evinact demonstrates how fostering a diverse and inclusive workplace can lead to both commercial success and meaningful societal contributions.

A People-First Workplace

At Evinact, employees are seen as the company’s greatest asset. This belief is reflected in their holistic approach to employee well-being, which has been instrumental in their Great Place to Work® certification for three consecutive years. Impressively, their survey results improved from 97% in 2022 to 100% in 2023, with employees highlighting the meaningful work they undertake and the supportive culture as key reasons for their satisfaction.

Evinact’s commitment to flexibility and mental health sets it apart. With 80% of employees now benefiting from flexible working arrangements, as well as access to an Employee Assistance Program, Evinact prioritises balance and resilience in a demanding field. Regular team events, such as the monthly Better Together Day, encourage collaboration and cross-functional connections, fostering a vibrant workplace culture.

Diversity as a Driver of Success

Diversity is not a checkbox at Evinact; it’s a core value. With 43% of their workforce identifying as women and 41% born overseas, Evinact actively reflects the communities they serve. Their commitment to gender diversity is evident in their recruitment process, which ensures a minimum of one female representative in every interview.

Evinact recognises the intrinsic link between diversity and commercial growth. Their team, composed of individuals from various cultural, linguistic, and professional backgrounds, enhances their adaptability and enriches their approach to solving complex business problems. As a result, Evinact has attracted top talent, with an average tenure of 4.97 years – double the industry average.

“We believe that diversity strengthens our teams, enriches our solutions, fosters a sense of belonging, and enhances our ability to make a meaningful difference.” shared Michelle Teis, Managing Partner and 2021 Women in Digital 2021 Data Leader of the Year Winner.

Programs That Make an Impact

Evinact’s leadership development programs and initiatives exemplify their dedication to empowering employees. These include:

Unconscious Bias Training: Ensures a fair and inclusive workplace.
Leadership Development Workshops: Supports team members in progressing their careers.
Study Leave: 10 days per year to pursue professional growth.

“We believe that diversity strengthens our teams, enriches our solutions, and enhances our ability to make a difference,” shared Michelle Teis, Managing Partner and 2021 Women in Digital 2021 Data Leader of the Year Winner.

Advice for Building Inclusive Workplaces

Evinact’s success did not happen overnight. They faced challenges, such as achieving gender balance in leadership roles and navigating recruitment biases. Their approach offers valuable lessons for organisations aspiring to improve DEI:

Embrace a Human-Centric Hiring Process: Evinact reviews every résumé manually, avoiding reliance on automation that might overlook diverse talent.
Create a Culture of Belonging: From flexibility to robust mental health support, prioritising employee well-being builds loyalty and satisfaction.
Lead with Intention: By setting clear DEI KPIs and embedding them into leadership accountability, Evinact ensures diversity remains a strategic priority.

Celebrating the Win

Winning Employer of the Year in 2024 is a testament to Evinact’s dedication to creating a workplace where everyone feels valued and empowered. This award reflects the collective efforts of the team and serves as a beacon for the industry, showcasing how even without big budgets, meaningful change is possible.

“Our people are the heart of everything we do. This award is not just recognition of our achievements, but a celebration of the incredible team that makes Evinact a truly special place to work,” stated Michelle Teis, Managing Partner.

As Evinact continues to break barriers and lead by example, their journey inspires others to prioritise diversity, equity, and inclusion—not just as business imperatives, but as catalysts for a better future.

The WIDAwards is one of Australia’s leading industry awards to celebrate women within the digital industries and diversity champions. Created from the idea that ‘you can’t be what you can’t see’, the WIDAwards is designed to champion women in digital and celebrate leaders across fields including software, marketing, innovation, data, UX and more.

Learn more about the WID Awards

What would you do with an extra $28,425?

For every $1 a man earns, women earn 78 cents on average. This adds up to a yearly difference of $28,425. It’s a hard number for us to look at, and with the release of the 2023-24 Employer Gender Pay Gaps Report by the Workplace Gender Equality Agency (WGEA), Australia is shedding light on the persistent gender pay disparities across the country.

With data from 7,800 private sector employers and 1,700 corporate groups, this report provides a benchmark for companies to drive change. For women in digital and tech industries, these insights are crucial to understanding where the sector stands and what actions are needed to close the gap.

Understanding the Gender Pay Gap

The gender pay gap represents the difference in average remuneration between men and women, expressed as a percentage of men’s earnings. It is not the same as equal pay, which ensures men and women are paid equally for the same work. The gender pay gap, however, reflects broader disparities in workforce composition, career progression, and barriers to leadership roles.

Key Data Points from the Report

Half of employers have an average total remuneration gender pay gap larger than 12.1%.
The median gender pay gap stands at 8.9%, reflecting a 0.2 percentage point reduction from the previous year.
72.2% of employers have a gender pay gap favoring men, while only 6.5% favor women.
15.3% of employers are achieving gender pay parity, maintaining a pay gap within the target range (-5% to +5%).
68% of employers conducted a gender pay gap analysis, a critical first step in identifying and addressing inequalities.

Tech and Digital Industries: Where Do We Stand?

Tech and digital industries continue to grapple with gender disparities, particularly in leadership roles and high-paying positions:

Men are 1.9 times more likely to be in the highest pay bracket.
Women are 1.5 times more likely to be in the lowest remuneration quartile.
The highest pay quartile earns 3.7 times more than the lowest quartile, reinforcing income inequality.

Industry Comparisons and Challenges

Industries with higher male representation in leadership tend to have larger pay gaps. For instance, construction has an average pay gap of 25.3%, while education has a lower pay gap at 9.1%. In tech, a key challenge remains the underrepresentation of women in senior roles and high-growth areas such as cybersecurity, cloud, and AI.

“We need to ensure that organisations have active strategies in place to remove barriers and build equal pathways to well paid roles. With this increased data transparency and peer-to-peer benchmarking, there is no longer an excuse.

Organisations like Lorna Jane have demonstrated leadership in transforming their gender pay gap from 37.1% remuneration gap down to 2.9% in 12 months. This shows that tangible change in a short space of time is truly possible”
– Holly Hunt, Founder and CEO of Women in Digital

What Needs to Happen Next?

For employers in digital and tech, this report serves as a call to action.

Conduct Gender Pay Gap Analyses

Only 68% of employers have conducted a gender pay gap analysis, despite strong evidence that transparency leads to better outcomes. While the WGEA mandate requires companies with 100+ employees to report on gender pay equity, businesses of all sizes should proactively assess their data.

Companies with clear pathways to promotion and structured remuneration growth for all genders see higher retention rates, improved performance, and stronger financial returns. Identifying pay gaps is the first step toward meaningful change. Commercially, it just makes sense to attract, retain, and grow all employees equally.

Increase Female Representation in Leadership

Women are underrepresented in high-paying tech leadership roles, and for many reasons. The time when women move into leadership often coincides with increased caregiving responsibilities, impacting career progression. Employers can take action by:

Ensuring flexible work arrangements support career growth without sacrificing work-life balance
Providing equal-access parental leave for both men and women to foster shared caregiving responsibilities.
Implementing structured leadership development programs that actively support women’s career progression in tech.

Address Workplace Bias

Unconscious bias impacts hiring, promotions, and salary negotiations, widening the pay gap. To address this, companies should:

Implement structured pay transparency to ensure salary decisions are equitable.
Audit promotion pathways to identify and remove systemic barriers.
Train hiring managers to recognize and mitigate bias in recruitment and performance evaluations.

Enhance Workplace Policies

Parental leave, flexible work arrangements, and structured return-to-work programs play a crucial role in retaining women in tech careers. Companies leading in gender equity invest in:

Comprehensive parental leave policies that encourage career continuity.
Flexible return-to-work programs that ease transitions back into the workforce.
Sponsorship and mentorship initiatives to support women’s leadership progression.

Benchmark Against the Industry

Employers should leverage WGEA’s Data Explorer to compare their performance and set clear targets for improvement. Industry benchmarking allows organisations to measure themselves against peers. If other companies in the same sector have a lower pay gap, it’s worth asking why. Taking proactive steps to close the gap is not just an ethical decision, it’s a strategic advantage.

Final Thoughts

While progress is being made, the gender pay gap in tech remains a significant challenge. As individuals, advocating for pay transparency and career progression is key. As organisations, implementing structured policies and fostering a culture of equity and inclusion will drive meaningful change.

For women in digital and tech, now is the time to leverage these insights, advocate for fair pay, and push for systemic industry-wide transformation.

You can download a copy of the Employer Gender Pay Gaps report here.

The New Year, New Career Move: Key Interview Questions to Ask

Did you know that January is the most popular month for career moves? Whether you are an employer seeking fresh talent or a professional looking to take the next step in your career, preparing for interviews is crucial. Asking the right questions can help spark meaningful conversations and ensure a great fit for both parties.

To help you navigate this process, here are some insightful questions designed to assess strategic thinking, problem-solving abilities, and leadership style, along with general tips for making the most out of your interviews.

Strategic Thinking Questions

Strategic thinking is essential for any role, helping professionals align their goals with the company’s vision. Consider these questions to gauge a candidate’s long-term approach and alignment with your team:

How would you approach your first 90 days in this role?
What does a strong partnership look like to you in a professional setting?
What’s a unique skill or trait that sets you apart?
Can you share a moment you’re most proud of in your career?
What’s your perspective on balancing performance feedback with recognition?

Tip: When answering strategic thinking questions, focus on providing specific examples that showcase your ability to align your personal goals with the company’s objectives.

Problem-Solving Questions

Problem-solving skills are crucial in any dynamic work environment. These questions help uncover how a candidate thinks on their feet and approaches challenges:

Tell me about a time you had to handle a challenging situation at work—what was your approach?
Have you ever had to challenge a decision made by leadership? How did you navigate it?
Share an example where you persuaded others to consider an alternative solution.
How have you developed strategies to grow or support talent within a team?
Can you describe a situation where data influenced a key decision you made?

Tip: Employers value candidates who demonstrate resilience and adaptability. Be sure to highlight your thought process and problem-solving strategies effectively.

Leadership Style Questions

Leadership isn’t just about managing people; it’s about inspiring and empowering them. Use these questions to understand a candidate’s leadership philosophy:

How would you describe your approach to leading and inspiring a team?
What’s your process for ensuring resources are effectively allocated across projects?
How have you mentored or supported colleagues to help them achieve their goals?

Tip: Authenticity is key when discussing leadership. Share real-life experiences that highlight your leadership values and impact on others.

General Interview Tips

In addition to asking the right questions, here are a few general tips to help you make the most of your interviews:

Research the company: Understand the organisation’s mission, values, and recent developments to tailor your responses accordingly.
Practice your responses: Structure your answers effectively using the STARL method (Situation, Task, Action, Result, Learning).
Ask thoughtful questions: Demonstrate your interest and curiosity about the role and company by preparing insightful questions of your own.
Mind your body language: Confidence, eye contact, and active listening can leave a lasting impression.
Follow up: Sending a thoughtful thank-you email post-interview can reinforce your enthusiasm and professionalism.

Pro Tip: Leverage the STARL Method

Encourage candidates to structure their responses using the STARL method. Using this approach helps ensure responses are clear, concise, and impactful.

Situation – Set the scene.
Task – Explain the objective.
Action – Describe the steps taken.
Result – Share the outcome.
Learning – Reflect on key takeaways.

Ready for Your Next Move?

Whether you’re interviewing candidates or preparing for your career move, having the right questions and strategies in place can lead to better opportunities and stronger professional connections. Taking the time to reflect on your experiences and present them effectively will set you up for success.

Here’s to new opportunities and meaningful connections in 2025!

A full recap of our Meet the C-Suite Brisbane Event

The Meet the C-Suite event, powered by QUT Entrepreneurship, brought together aspiring professionals and Brisbane’s top tech executives for a series of group mentoring sessions. These sessions provided an invaluable chance for participants to gain insights from seasoned leaders, helping to shape their career trajectories. Throughout the night, one theme resonated clearly: the importance of mentorship in career growth.

The Value of Mentorship in Career Growth

Mentorship is more than just receiving advice; it’s about having a trusted guide to help you navigate your career path, identify opportunities, and avoid potential pitfalls. A good mentor can accelerate your growth by offering perspectives shaped by experience and offering the support needed to thrive.

Angela Jones, CIDO at Workcover QLD, spoke to this directly:

“There’s no secret sauce to building high-performing teams, but having a vision creates connection, clarity, and kindness.”

This kind of vision and connection is what great mentors can help cultivate in rising professionals. Through shared experiences, mentors can help mentees recognise that they don’t have to fit a mould to be successful. Angela encouraged participants to not count themselves out for roles, even if they felt underqualified.

Thriving in a Relatable Environment

In any career, the culture of your workplace can greatly impact your personal and professional well-being. Angela Ryan, CIO at Auto & General, reinforced the idea that since so much of our confidence comes from our jobs, it’s important to find an environment that understands and supports this.

“For better or worse, we get a certain amount of confidence from our jobs. It’s important that the culture of the workplace understands that.”

Workplace environments that foster trust, transparency, and inclusivity allow individuals to thrive. Leaders like Tracy Whitelaw, CDO at LGAQ, emphasised the importance of building relationships to create these environments. Her approach of connecting with each team member through regular coffee catchups exemplifies how strong relationships foster a thriving work culture.

“At my level of responsibility, my job is about relationships. Clear is kind—be direct when giving feedback.”

Growing Your Career and Building Confidence

Mentorship also plays a key role in building confidence. Often, we may doubt our qualifications for certain roles, as Angela Jones mentioned, but mentors help challenge those doubts. Offering clarity on where strengths lie and how they can be applied, mentors can propel individuals into new opportunities.

Karishma Darr, CIO at CleanCo, reminded attendees of the importance of taking risks in their careers:

“Sometimes you feel like you are failing, but you have to take the risk to make it work.”

This sentiment was echoed by Dr. Joni Sytsma, CTO at iLAuNCH, who offered a unique perspective on failure:

“Failure is what success smells like.”

Both leaders encouraged participants to see failure not as a deterrent but as a stepping stone to growth. This shift in mindset is essential for career advancement, and mentors can play a vital role in fostering this outlook.

Leading with Transparency and Trust

Several of the mentors spoke to the importance of transparency, direct communication, and building trust in teams. Remona Murugan, Head of Technology Platforms at Rio Tinto, emphasised that clear and direct feedback is essential for cultivating trust within teams. For her, storytelling is a key tool when leading teams and connecting with stakeholders.

“Transparency and clear, direct feedback create trust.”

Remona also shared her strategies for balancing professional demands with personal commitments, such as dedicating thinking time and prioritising family dinners—an important reminder that success also involves setting boundaries. “Dinner with family is non-negotiable.”

Leaders like Wendie Lee, CPO at Flight Centre Travel Group, echoed these thoughts, emphasising the importance of asserting your worth, while managing expectations clearly.

“Know your worth and fight for it. When you can’t employ people into your team, you must develop your team, or your team won’t be set up for success.”

Her advice to ask for what you want also struck a chord. She encouraged participants to speak up for their needs, as leaders may not always know them unless explicitly communicated. “Ask for what you want—your leader doesn’t know if you don’t ask.”

Career Growth Requires Intentional Leadership

The mentoring sessions also provided deep insights into intentional leadership. Juliet Alabaster, COO at BEDA, highlighted the importance of continuous professional development, particularly focusing on honing soft skills to enhance leadership effectiveness.

“Soft skills are important. Being able to flex is key.”

Alexa Kane, CCO at Felix also shared advice on becoming more data-driven and commercially focused in leadership roles. Her emphasis on observing before stepping in to offer insights and ideas encourages intentional, thoughtful leadership.

“Being data-driven and commercially focused is critical, particularly when presenting insights.”

Final Thoughts

The Women in Digital Meet the C-Suite event was a powerful reminder of the importance of mentorship, not just for professional development but for personal growth. The insights shared by the Brisbane tech executives provided invaluable guidance on building relationships, taking risks, thriving in supportive environments, and navigating the path to leadership.
This event was a testament to the power of community and mentorship in shaping future leaders. We’re excited to see how these conversations will inspire career growth and create lasting impacts within our community.

Become a Women in Digital Member

Are you passionate about connecting with like–minded humans? Is professional development important to you? Do you want to take active steps towards creating your own career opportunities? Welcome to Women in Digital’s Individual Membership!

Whether you’re looking to expand your circle, score your next promotion, build professional recognition, return to the workforce, make a pivot in your career, or shape the future for women in digital or more broadly, the future of technology… we want to help YOU achieve your goals with the support of our welcoming community.

Become a Member

Took a Career Wrong Turn? Melanie knows all about it!

Melanie Packer’s career journey is a remarkable story of reinvention, self-discovery, and determination. Starting her professional life as a Town Planner, she now thrives in the digital world as a Power BI Developer at NHVR, specialising in data analytics.

Her transition from Urban Planning to the tech industry has been anything but linear, but her story is proof that it’s never too late to change paths and chase new dreams.

Early Career: Navigating the World of Town Planning

Melanie’s initial career in town planning was driven by her natural ability to think spatially. Growing up, she was the “chief navigator” of her family, and with the encouragement of her parents, both of whom were teachers, she developed a love for both technical and humanities-based subjects.

“I wanted to study something technical, but I didn’t have the math grades for engineering, so planning seemed like the perfect balance,” Melanie recalls. For years, she worked as a development assessment planner, negotiating with property developers and making her mark in urban planning. While she enjoyed her role and the team she worked with, a sense of repetitiveness started to creep in. This sense of stagnation led her to reconsider her career path, though making a change was daunting.

The Turning Point: From Planner to Coder

In 2018, Melanie took a break and traveled for three months, using this time to reflect on her next steps. “I decided to create a WordPress blog to share trip updates with friends and family,” she explains. Little did she know, this side project would ignite a new passion. She became so engrossed in coding and redesigning her blog that she realised her future career had to involve tech.

The decision to leap into the tech world wasn’t easy. “It was scary to try something completely new when I had an established career,” she admits. But the thrill of learning to code outweighed the fear of starting over.

Melanie’s journey into tech wasn’t without challenges, with the biggest hurdle being her confidence, or lack there of. Entering the tech space after years in a different industry felt like being back at square one. But she approached her learning with the same patience she’d have extended to a junior colleague.

“I had to give myself the space to learn.”

A key moment in her journey was when she took up rock climbing—a hobby that became a metaphor for her professional growth. “Climbing helped me build confidence and self-worth outside of work. It reminded me that I could succeed in other areas too.”

Leveraging Skills from Town Planning in the Tech World

Though Melanie initially felt her background in town planning didn’t help much in the tech world, over time she realised that her soft skills were invaluable. Her experience negotiating with developers taught her how to handle high-pressure situations. “In planning, sometimes I had to say ‘no’ or ‘I’m not sure’—those skills have carried over to my current role,” she shares.

Her urban planning background also equipped her with the ability to think three steps ahead, a skill that has proved crucial in data analytics. “Urban planning teaches you to think about how people interact with their environment, and I apply that same forward-thinking to data projects.”

One of the biggest obstacles Melanie faced during her career change was the technical learning curve—specifically, statistics. “I hadn’t studied math since high school, and I had to re-learn basic equations,” she recalls. Despite these initial challenges, Melanie persevered, crediting her resilience as one of her proudest accomplishments. “What I’m most proud of is my ability to keep pushing even when it felt like it would never happen.”

Finding Balance Between Work and Personal Passions

Rock climbing, which played such a crucial role in Melanie’s confidence-building, continues to help her maintain balance between her personal and professional life. “Movement keeps me healthy, mentally and physically,” she says. Although balancing a demanding job with climbing can be difficult, she remains committed to making time for her personal passions.

It’s Never Too Late to Change

Melanie’s story is a testament to the power of resilience and self-belief. For those considering a career change, she advises, “It’s never too late. There were times when I felt like I was too far down the wrong path to turn back, but I learned that you can always pivot.”

Reflecting on her journey, she emphasises the importance of community. “When I first joined Women in Digital, I was a planner trying to break into tech, and chatting with other community members gave me the confidence I needed.”

Today, Melanie’s role is a blend of technical skills and stakeholder engagement. “My team develops and maintains Power BI reports, but my background in planning means I also handle project coordination and stakeholder relationships.” Her career path may have changed dramatically, but she has found a way to meld her technical and interpersonal skills, and she couldn’t be happier.

For Melanie, the journey hasn’t been easy, but it’s been incredibly rewarding. “If I could tell my younger self anything, it would be that it’s okay to be on your own path—just because you feel behind, doesn’t mean you are.”

Melanie’s story serves as a powerful reminder: it’s never too late to change direction, and the stories we tell ourselves are just as important as the skills we bring to the table.

The Juggle Is Real: Insights from Our Perth Event on Finding Balance

Women in Digital made its debut in Perth in August, and what an incredible evening it was! Hosted at The Melbourne Hotel, the event brought together some of Western Australia’s most inspiring female digital leaders to discuss a challenge facing many of us: finding balance in our personal and professional lives.

The panel, powered by our new corporate members auDA and delivered in collaboration with WiTWA, featured insights from Esther Anderson (Founder and Digital Strategist at Teck Design & Marketing), Bec Nguyen (Founder and Director at Upbeat Digital), and Tina Ambrose (Co-Chair at Women in Technology WA Inc.). Moderated by Andrew McCallum, the discussion was as enlightening as it was empowering, offering attendees practical advice and a sense of solidarity in their shared experiences.

Our Top Three Takeaways:

💡 Have Empathy for Yourself

One of the most resonant messages of the evening was the importance of self-compassion. In a world that often demands perfection, it’s easy to be hard on ourselves when we fall short. The panellists reminded us that it’s okay to acknowledge our limits and to treat ourselves with the same kindness we would extend to a friend. Balance starts from within, and that means prioritising our well-being just as much as our responsibilities.

💡 No One Size Fits All When It Comes to Balance

The quest for balance is deeply personal, and what works for one person might not work for another. The panellists shared their unique approaches to managing the many demands of life, emphasising that there’s no universal formula. Whether it’s structuring your day differently, seeking support, or redefining success on your terms, the key is to find what works best for you.

💡 When It Does Come Time to Stop or Take a Break, Don’t Let Work Into Your Safe Space

In our daily lives, the lines between work and personal life can easily blur. The panellists stressed the importance of protecting your personal time and space from work intrusions. Whether it is setting boundaries with your devices or creating a physical space where work is off-limits, maintaining this separation is crucial for recharging and preserving your mental health.

The evening wasn’t just about listening—it was about connecting. The energy in the room was palpable, and it was clear that everyone left feeling a little more empowered and inspired.

Looking Ahead

This event was just the beginning of our journey in Perth. As we continue to grow, we’re excited to bring more opportunities for connection, learning, and support to women in digital across Australia. Stay tuned for more events, and if you missed this one, don’t worry—there are plenty more chances to get involved.

Thank you to everyone who attended, and a special thank you to our panellists and partners, auDA and WiTWA, for making this event possible.

Here’s to finding balance, together.

Join us at our upcoming ‘How To Negotiate A Pay Rise’ webinar

To help you gain invaluable knowledge and strategies to confidently navigate the negotiation process and advocate for your worth, Alex Hanlon from Fair Pay Negotiations will be helping us master negotiation strategies for a successful outcome. Alex is a seasoned executive who brings in depth experience of complex problem solving, strategy development, crisis management and recovery.

Register Today

From Awareness to Action: Driving Change on Equal Pay Day

Despite all the work happening behind the scenes regarding gender equity, Australia continues to face a persistent challenge: the gender pay gap. As the tech and digital sectors continue to innovate and grow, women are still not paid equally for their expertise and contributions.

WGEA has announced the date for this year’s Equal Pay Day as 19 August, marking the 50 days into the new financial year that Australian women must work to earn the same, on average, as men did last year.

This year’s theme is “it doesn’t add up.”

What causes the gender pay gap?

The disparity in average earnings between women and men is shaped by a complex web of social and economic factors that diminish women’s earning potential throughout their careers.

Key contributing factors include:

Conscious and Unconscious Bias: Discrimination in hiring and pay decisions, both overt and subtle, continues to disadvantage women.
Industry Segregation: Women and men often work in different industries and roles, with female-dominated sectors typically offering lower wages.
Workplace Inflexibility: The lack of flexible work arrangements, particularly in senior positions, hampers women’s ability to balance work and caregiving responsibilities.
Part-Time Employment: Women are more likely to work part-time, which affects their overall earnings and career advancement.
Career Interruptions: Women’s career progression and opportunities are often stalled due to taking time out of the workforce for caregiving duties.
Unpaid Labor: Women shoulder a disproportionate share of unpaid domestic and caregiving work, further impacting their earning capacity.

“The gender pay gap is fueled by a mix of unconscious biases, industry norms, and societal expectations. To close this gap, we need leaders with courage, innovative solutions, and a collective push for change from everyone—individuals, companies, and communities alike.” – Alex Hanlon, Negotiation Navigator

How can you start driving change today?

1. Educate and Advocate

Stay Informed: Continuously educate yourself about the gender pay gap, its causes, and its impact. Understanding the nuances of the issue is crucial for effective advocacy.

Raise Awareness: Use your voice to spread awareness about the importance of gender equity. Share relevant articles, statistics, and personal stories on social media, in your workplace, and within your community.

Engage in Conversations: Start and participate in discussions about gender equity in the workplace. Encourage others to join the conversation and understand the importance of closing the gender pay gap.

2. Support Policy and Organisational Changes

Advocate for Transparency: Push for salary transparency in your workplace. Encourage your employer to conduct regular pay audits and openly share the results.

Support Legislation: Back policies and laws aimed at closing the gender pay gap. This can include supporting local, state, and national legislation that promotes gender equity.

Encourage Best Practices: Promote and support workplace policies that help reduce the pay gap, such as flexible working arrangements, parental leave, and career development opportunities for women.

3. Take Personal Action

Negotiate Your Salary: Be proactive in negotiating your salary and benefits. Research industry standards and come prepared with data to support your request.

Mentor and Sponsor: Mentor and sponsor other women in your industry. Share your knowledge, provide guidance, and help them navigate their career paths.

Continue Professional Development: Invest in your own professional development. Attend workshops, pursue further education, and seek out opportunities to enhance your skills and advance your career.

If you don’t ask, you won’t get

Alex Hanlon from Fairpay Negotiations is presenting at our upcoming ‘How To Negotiate A Pay Rise’ webinar and has a series of blog articles to help you deal with common pushbacks that arise in pay negotiations. Check them out here:

“Negotiating your salary isn’t just about seeking more money; it’s about understanding your value and standing up for what you deserve. Arm yourself with information, be confident in your achievements, and don’t hesitate to have that essential conversation.” – Alex Hanlon, Negotiation Navigator

3 ways employers can take action to end the gender pay gap

Gender Pay Gap Analysis Guide

The WGEA Gender Pay Gap Analysis Guide helps employers to plan and execute a pay and composition analysis in order to identify the drivers of their gender pay gap.

→ Access it here

WGEA Action Planning Tool

The Action Planning Tool helps employers who report to WGEA identify actions they can take to improve gender equality in their workplace.

→ Access it here

Capacity Building Live Masterclasses

WGEA has a series of live masterclasses and learning events to help employers deepen their understanding of workplace gender equality and take effective action to narrow their gender pay gap.

→ Access it here

What next?

As we mark Equal Pay Day in 2024, it’s clear that achieving pay equity in the tech and digital sectors is both a pressing need and a significant opportunity for growth. By understanding the unique challenges in our industry and taking proactive steps—whether it’s advocating for transparency, supporting policy changes, or negotiating confidently—we can all play a pivotal role in driving meaningful change.

Let’s encourage our collective power to bridge the pay gap and ensure that every contribution is recognised and rewarded fairly. Together, we can turn the promise of gender equity into a reality, setting a new standard for fairness and excellence in Australia’s tech and digital landscape.

Join us at our upcoming ‘How To Negotiate A Pay Rise’ webinar

To help recognise Equal Pay Day, and to help you gain invaluable knowledge and strategies to confidently navigate the negotiation process and advocate for your worth, Alex Hanlon from Fair Pay Negotiations will be helping us master negotiation strategies for a successful outcome. Alex is a seasoned executive who brings in depth experience of complex problem solving, strategy development, crisis management and recovery.

Register Today

From Teaching to Tech

Yvonne’s Inspiring Journey from Teacher to Senior Business Analyst

Originally from Ireland, Yvonne Hill now calls Wollongong, NSW, home. She lives there with her husband, three kids, and two dogs. With a decade of experience teaching primary school students in both Ireland and Australia, Yvonne decided to make a significant career transition during the COVID-19 pandemic. Moving from the classroom to the digital industry, she embarked on a journey to become a UX designer through the Mantel Group Flagship Traineeship Program. Today, she applies her user-centric learnings as a Senior Business Analyst at Mantel Group, where she drives innovative solutions across industries like health insurance, retail, and technology.

Yvonne’s interest in becoming a Business Analyst was sparked by a sense of stagnation in her teaching role. To explore new avenues, she began studying Graphic Design part-time, which eventually led her to UX design. Her journey took a pivotal turn at Mantel Group, where she participated in their Traineeship Program in 2021. This 12-week, full-time, paid program was designed to support women and gender minorities transitioning to tech careers. Through on-the-job training and mentorship, Yvonne put her newly acquired design skills to use, ultimately finding her niche as a Business Analyst.

Her background in teaching provided a solid foundation for her transition into the digital realm. The skills she developed as a teacher – working with and helping people, being organised, and fostering creativity – were directly transferable to her new role in UX design and business analysis. These skills enabled her to thrive in environments that demand empathy, structure, and innovative thinking.

However, the transition was not without its challenges. Yvonne recalls the difficulties of feeling like the oldest newbie in the room and the discomfort of stepping into an entirely new industry. She learned to embrace change as a synonym for growth and trusted the process, even when it meant not having all the answers right away. As Nedd B famously said, “You have to get comfortable being uncomfortable.” This mindset helped Yvonne navigate the uncertainties, self-doubt and imposter syndrome that accompanied her significant career shift.

Throughout her journey, Yvonne found solace and strength in the support of friends and colleagues who had undergone similar transitions. The shift into the digital space also brought unexpected benefits. Yvonne now enjoys a much better work-life balance, with the flexibility to work from home and spend more time with her family. Simple pleasures, like being able to pick up or drop off her kids at school, have added immense value to her daily life. Additionally, Yvonne had the opportunity to speak at Design Outlook, an experience that stretched her out of her comfort zone and offered valuable learning.

“Reflecting on my journey, I am proud of my perseverance and willingness to embrace the unfamiliar. If I had any advice for my younger self, and anyone considering a career change, it is to remain calm and accept that it’s okay not to know everything on day one.” – Yvonne Hill

Yvonne’s story is a testament to the power of adaptability and the impact of supportive programs and communities in facilitating career transitions. Her journey from teaching to tech illustrates that with the right mindset and support, it’s possible to transform your career and find fulfilment in new, unexpected places.

Mantel Group Flagship Traineeship Program

Mantel Group’s flagship Traineeship Program, spanning 12 weeks, aims to upskill career transitioners, those returning after a significant break, and individuals identifying as women or a gender minority. They have welcomed participants from diverse fields such as hospitality, nursing, finance, optometry, and architecture, all bringing unique perspectives to our culture.

The program includes an immersive two-week induction, eight weeks of technical skills development, and a chance to practice learned skills in a safe environment on a real-life internal project, supported by a dedicated Mantel Group mentor.

Mantel Group has supported 81 trainees through the programs so far, with 75 people securing permanent roles at Mantel Group. They are also incredibly proud of receiving the 2024 Tech Diversity Award, recognising the significant impact of their traineeship on both Mantel Group and the industry.

Find out more about the Mantel Group Flagship Traineeship Program

Stay tuned for more inspiring stories from our members, showcasing the incredible journeys and achievements of Women in Digital!

In the digital industry, deadlines and innovation race each other to the finish line and feedback often gets left in the dust. Yet, as our recent webinar with leadership extraordinaire Cherie Canning discussed, “The Gift of Feedback” is the secret sauce for supercharging your career trajectory, project outcome and personal development.

Cherie took us on a feedback journey, diving into the quirks of human nature that hold us back, and discovering top-tier feedback models that make tough conversations as smooth as possible. Plus, we learnt how to create an environment where feedback isn’t feared but welcomed. Ready to unlock the feedback frenzy? Let’s break down why asking for feedback is your next power move and the simple steps to make it happen.

Radical candor

Radical candor is the secret ingredient to transforming workplace communication from polite small talk to meaningful dialogue that drives results. Coined by Kim Scott, radical candor involves offering feedback that is both challenging and caring—balancing honesty with empathy. It’s about caring personally while challenging directly, creating an environment where people feel supported enough to excel. This approach empowers employees to share ideas and concerns openly, knowing that their contributions will be valued and respected.

→ Check out a recent LinkedIn post by our Founder Holly Hunt on her recent Radical Candour encounter.

By fostering a culture of radical candor, organisations can break down barriers, promote trust, and ignite innovation, all while encouraging individuals to grow and succeed together. In a world where the truth often gets sugar-coated or lost in translation, radical candor ensures that the message is clear, constructive, and rooted in a genuine desire to help others improve.

The feedback exchange

Mastering the feedback exchange process can be your career’s best asset. Think of it as a loop: ask, ask, ask, share, share, coach.

“What did you do well?”
“What could you improve?”
“Is it okay if I give you my perspective…”

Start by asking questions to gain a clear understanding of your team’s challenges, needs, and perspectives. This shows that you value their input and are committed to creating a collaborative environment.

“What I observed you did well was…”
“What I would like to see more of…”

Once you’ve gathered insights, it’s time to share—offer your observations, suggestions, and appreciation in a way that is transparent and constructive. By sharing your feedback openly, you lay the groundwork for mutual respect and understanding.

“The next steps and time frames”

Then comes the coaching element: guide your team with actionable advice, helping them turn feedback into tangible improvements.This iterative process of asking, sharing, and coaching transforms feedback from a dreaded chore into an engaging and empowering conversation, fuelling professional growth and team cohesion.

Receiving feedback Do’s and Don’ts

Navigating the feedback maze requires a blend of open-mindedness and strategic thinking. Here are the do’s and don’ts to keep in mind when you’re on the receiving end.

Do ask for clarification and examples. Listen to specifics and explore their perspectives. Do avoid defence or blame, and take responsibility. Commit to action and make sure you say thank you
Don’t assume bad intentions, downplay the feedback or be sarcastic. Don’t ignore the feedback, even if it stings; instead, evaluate it objectively and consider how you can use it to improve.

By embracing feedback with grace and openness, you can transform it into a powerful tool for personal and professional development.

Close the loop

Embracing the gift of feedback is more than just a professional skill—it’s a catalyst for personal growth and team success. By fostering an environment where feedback is freely exchanged and genuinely valued, you unlock a culture of continuous improvement and innovation.

Remember, feedback isn’t just a one-time event but a loop: receiving feedback, implementing changes, and circling back to discuss progress. Closing the loop by following up on previous feedback demonstrates your commitment to development and builds trust within your team. It shows that feedback isn’t just heard—it’s acted upon, resulting in tangible improvements.

As you apply the insights from our “The Gift of Feedback” webinar, you’ll find that every conversation becomes an opportunity to learn, adapt, and excel, paving the way for a brighter, more collaborative future in the tech industry.

Did you love this webinar and want to know more about Cherie Canning and Luminate Leadership? Get in touch with her team today → luminateleadership.com.au

Get your copy of the presentation | Check out the recording |

Learn more about Luminate Leadership | Learn more about Goddess in the Boardroom

Ready to take the next step in your career?

We can’t believe the End of Financial Year is upon us, and we are so excited to dive head first into the next twelve months of incredible events, programs and conversations with many incredible women across Australia.

To celebrate, we are launching an incredible offer you won’t want to miss!

The details

To celebrate the new financial year, one lucky winner will receive 3 x 60 minute sessions with Holly Hunt, Sarah Morgan and Cherie Canning, helping you feel empowered start the new financial year with a bang!

Everyone who signs up to a new annual individual Women in Digital membership before July 31 2024 will have a chance to win this incredible prize. This includes both annual paid memberships, and corporate team members who sign up using their corporate code.

One lucky winner will be empowered to ignite their future by joining Holly, Sarah and Cherie for 3 different sessions aimed at building your confidence, nailing your personal brand and reshaping your leadership qualities. Join our community of digital-loving, career-driven, gender-diversity-championing members today!

What you will win

One lucky winner will secure:

A 60 minute career development mentoring session, delivered by Holly Hunt, Founder of Women in Digital and Hunt & Co.

Holly is the Founder and CEO of Women in Digital. She is energised to support women in their pursuit of careers in digital and technology. She does this through building a thriving community, hosting inspiring events, and leading Australia’s preeminent awards program for women in digital and technology. Born from a love of mentoring, a passion for career guidance, and a belief that technology should be built by all people, for all people, Women in Digital is now a cornerstone of the industry.

Alongside this she is also CEO and Founder of Hunt & Co. a boutique recruitment agency which specialise in building diverse, high performing digital and technology teams for value aligned businesses.

A 60 minute professional branding session, delivered by Sarah Morgan, Managing Director of Bespoken

As a former journalist and PR strategist, Sarah Morgan is the Managing Director of Bespoken and has worked with some of Australia’s top executives in raising their professional brand to position themselves for their next job, build trust and expertise with staff and key stakeholders or become an expert in their key sector.

A 60 minute leadership coaching session, delivered by Cherie Canning, Director of Luminate Leadership

Cherie Canning is not just a speaker; she’s a catalyst for transformation in the workplace. With over two decades of experience in leadership development and organisational culture, Cherie brings a unique blend of expertise and passion to her role as the Founder of Luminate Leadership. Her dynamic approach to coaching and training has empowered countless individuals and teams to unlock their full potential. Through her engaging keynotes and interactive workshops, Cherie inspires audiences to embrace change, cultivate resilience, and harness the power of authentic leadership. As a sought-after thought facilitator, her impact continues to resonate across industries Australia wide. Get ready to be inspired, challenged, and empowered by Cherie Canning as she guides you on a journey of self-discovery and professional growth.

I’m ready to sign up!

T&C’s

Eligibility:
- The competition is open to individuals who sign up for our annual individual membership within the promotional period. This includes both annual paid memberships, and corporate team members who sign up as an annual individual member using their corporate code.
- Student memberships, and new corporate memberships are not eligible.
- Participants must be 18 years or older.
- Employees, agents, and affiliates of the organisers and their immediate family members are not eligible to participate.
Competition Period:
- The competition commences on 26/06/2024 and ends on 31/07/2024. Entries received outside this period will not be considered.
How to Enter:
- Sign up for our membership through womenindigital.org/individual-membership during the competition period.
- Each new membership sign-up counts as one entry.
Prizes:
- One 60-minute career development mentoring session with Holly Hunt, Founder of Women in Digital and Hunt&Co.
- One 60-minute professional branding session with Sarah Morgan, Managing Director of Bespoken. Please note, this session will be delivered after August 16th due to Sarah’s availability.
- One 60-minute leadership coaching session with Cherie Canning, Director of Luminate Leadership.
- Prizes are non-transferable and no cash alternatives will be offered.
Winner Selection and Notification:
- Winners will be selected at random from all eligible entries.
- The draw will take place on 01/08/2024.
- Winners will be notified via email within 7 days of the draw date.
- If a winner does not respond within 14 days of the notification, the prize will be forfeited, and a new winner will be selected at random.
Prize Delivery:
- Sessions will be scheduled at a mutually convenient time for the winner and the respective session provider.
- Sessions may be conducted virtually or in person, depending on the availability and location of both the winner and the session provider.
General Conditions:
- Women in Digital reserves the right to cancel, suspend, or modify the competition if any problem or unforeseen circumstances arise.
- By entering the competition, participants agree to be bound by these terms and conditions.
- Women in Digital’s decision is final in all matters relating to the competition.
Privacy:
- Any personal information collected during the competition will be used in accordance with our privacy policy.
- Participants’ information will not be shared with third parties without consent, except where necessary for the administration of the competition.
Limitation of Liability:
- Women in Digital is not responsible for any technical issues, network failures, or any other events beyond its control that may cause the competition to be disrupted or corrupted.
- By participating, entrants agree to release and hold harmless the organizer from any liability, claims, or damages arising out of their participation in the competition and the acceptance or use of any prize.
Contact Information:
- For any questions or inquiries regarding the competition, please contact us at hi@womenindigital.org.

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