As the CEO of an organisation committed to fostering diversity and inclusion, I am proud to be a member of CEOs for Gender Equity. I have a deeply held belief in the fundamental importance of gender equity, not only as a matter of social justice but also as a strategic imperative for organisational success.

I chose to join CEOs for Gender Equity because I recognise the profound impact that gender diversity can have on organisational performance. Research consistently demonstrates that companies with diverse leadership teams outperform their less diverse counterparts. By tapping into a broader range of perspectives, experiences, and talents, diverse teams are better equipped to innovate, problem-solve, and drive sustainable growth. As a CEO, it is my responsibility to ensure that my organisation remains competitive in a rapidly evolving marketplace, and advancing gender equity is a crucial part of that equation.

Promoting gender equity is simply the right thing to do. In today's world, where issues of gender discrimination and inequality persist in many spheres of society, business leaders have a unique opportunity to effect positive change. By fostering inclusive workplaces where all employees, regardless of gender, feel valued, respected, and empowered to succeed, we not only enhance individual well-being but also contribute to building a more just and equitable society.

For other CEOs, getting behind CEOs for Gender Equity is equally important. Collective action is key to driving meaningful change on a systemic level. By banding together with other business leaders who share our commitment to gender equity, we amplify our impact and leverage our collective resources, expertise, and influence to effect positive change both within our own organisations and across the broader corporate, government and not for profit communities.

When it comes to improving gender equity in the workplace, my first steps were to provide the kind of flexible working conditions that reflected the needs of our diverse female workforce with a high proportion of working mothers, those with carer responsibilities and those needing the space to complete or advance their education.

In terms of our latest gender equity achievements, I am pleased to report that we have made significant strides in closing the gender gap across various dimensions of our organisation. We have achieved gender parity at the leadership level, with women now representing 75% of our executive team. Additionally, we have actively recruited three new female Board members to increase diversity on our Board.

Looking ahead, we are continually exploring new ideas and initiatives to drive gender equity now and in the future. One area of focus is expanding our efforts to support women's leadership development and advancement opportunities within our organisation and beyond. This includes providing tailored leadership training programs, fostering networks of support and mentorship, and advocating for policies and practices that enable women to thrive in the workplace.

Additionally, we are committed to leveraging our platform and influence to drive broader societal change around issues of gender equity. This includes advocating for policies that promote gender parity in corporate leadership, partnering with other organisations to advance women's economic empowerment, and using our voice to challenge harmful stereotypes and biases that perpetuate gender inequality.

In conclusion, as a CEO and member of CEOs for Gender Equity, I am deeply committed to advancing gender equity both within my own organisation and across the broader corporate, government and not for profit communities. By working collaboratively with other leaders and implementing targeted initiatives to address disparities and foster inclusion, we can create workplaces where all individuals, regardless of gender, have the opportunity to thrive and succeed. Together, we can build a more equitable and prosperous future for all.