

Mark Burns
Country Leader – AKG Australia and CEO, Education and Training
WHY COMMIT TO GENDER EQUITY?
I joined CEOs for Gender Equity because I believe that gender equity is fundamental to achieving a prosperous society, and working with other leaders across many industries brings more than a sum of our parts. We can expect every member to bring new thinking and different ways of working that will benefit us all.
I believe that a diverse workforce is a true benefit to any organisation – and gender diversity is a large part of that. I have always been proud of my record of actively championing gender equity through strategic initiatives and long-term commitment. I look forward to working alongside fellow CEOs to create a more equitable and inclusive future.
Diversity in general continues to become an important strategic tool when building a sustainable and future-focussed company. Diversity brings better ideas, broader thinking and a more empathetic culture. So, supporting gender equity is not just a moral imperative; it is requirement for any leader who wants to foster a successful business. The research consistently shows that organisations with diverse teams perform better financially, innovate more, and have a more engaged workforce.
Gender equity also represents a critical aspect of corporate responsibility. Today’s consumers, investors, and employees are increasingly looking to work with and support organisations that prioritise diversity and inclusion.
We have implemented flexible work arrangements that include job-sharing, part-time, time-in-lieu and working from home; this recognises that many women, particularly those with caregiving responsibilities, benefit from policies that allow for better work-life balance.
We also have a paid parental leave policy that includes 12 weeks employer-funded parental leave and a return-to-work payment. These initiatives haves not only improved employee satisfaction but has also helped create a more inclusive work environment where employees feel supported in both their professional and personal lives.
One notable initiative is the introduction of a formal pay equity audit, which will help us identify and rectify instances of pay disparity across genders. Through this process, we will ensure that men and women in similar roles with comparable experience and performance are compensated equally. Additionally, we hope to appoint another female Board member in the next 12 months, which will bring the gender equity on the Board to 50%.
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