Gender Equality Network: Gender equitable recruitment and promotion

20 Feb 2020


At this Gender Equality Network event we look at WGEA’s leading practice guide on gender-equitable recruitment and promotion.

Gender bias is pervasive at work and in organisations, creating inequalities at every stage of the employment cycle. For example, gender-based stereotypes affect which candidates get recruited for certain roles and which do not, which candidates get selected for those roles and why, how salaries are negotiated, as well as who gets feedback and development opportunities.

The Workplace Gender Equality Agency (WGEA) and the University of Sydney have prepared a guide for organisations wishing to look at the evidence around what bias exists in recruitment and promotion and what organisations can practically do about it.

Chris Lamb, former DCA Board Member and Senior HR Professional, speaks with Dr Meraiah Foley from the University of Sydney Business School who presented her findings on gender-equitable recruitment and promotion and discuss gender bias and its impact on:

  • Recruitment and selection
  • Evaluation of credentials
  • Job interviews and salary negotiation
  • The myth of ‘meritocracy’.

Dr Meraiah Foley is Deputy Director of the Women, Work & Leadership Research Group at The University of Sydney Business School. She received her PhD in Work and Organisational Studies and her research focuses on achieving equality and inclusion in organisations. Recent projects include: examining the role of middle managers in embedding gender equality in the public service, how organisations can improve workplace flexibility and reduce bias in human resource management processes.

Following Dr Foley’s presentation, was a panel discussion between:

  • Dr Janin Bredehoeft, Research and Analytics Executive Manager at Workplace Gender Equality Agency, who will further explore and unpack their guide and the steps required for businesses to implement a leading practice approach to gender-equitable recruitment and promotion, and
  • Kristen Sweeney, Co-Head HR and General Manager at Mirvac and 
  • Amy Wild, Group Executive, People & Culture at Investa, who will share key insights from the Male Champions of Change Toolkit - 40:40:20 For Gender Balance: Interrupting Bias in Your Talent Processes.

Development of this new MCC Toolkit was led by John Mulcahy (Chairman, Mirvac) and Jonathan Callaghan (Chief Executive Officer, Investa)  from the Property Male Champions of Change. With support from their Implementation Leaders, Kristen Sweeney and Amy Wild it captures lessons from in-depth reviews of Property MCC organisations' recruitment, promotion and talent processes, and feedback from people in their organisations.

Register to join this Webex

Gender Equality Network

The Gender Equality Network, proudly sponsored by KPMG, is free and open exclusively to DCA members and is designed to explore leading practice on gender equality. Participation in DCA’s events is a significant benefit of membership that we urge you to maximise.

Who should participate

All DCA members. As a part of our commitment to gender balance at DCA events, we particularly encourage engagement from male representatives alongside their female and gender diverse colleagues, and those in senior leadership roles, to join in on this discussion. 


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