As executive assistants, many of us have a front-row seat to workplace culture. We see how policies are applied, how leaders make decisions, and how employees experience their day-to-day work environment. According to the Grattan Institute, workplace culture is also one of the biggest reasons gender segregation continues to persist in Australian organisations.
HCAMag writes that Jessica Geraghty, Senior Associate in the Institute’s Economic Prosperity and Democracy program, told The Grattan Podcast that while progress is being made, it’s happening at a “glacial pace.” She explained that the barriers women face in male-dominated industries often stem from cultural norms inside the workplace.
“It’s not just harassment—which is obviously a problem,” Geraghty said. “It’s also discriminatory recruitment and performance practices, workplaces that don’t offer family-friendly policies, or worse, penalise people for using them.”
What this means in practice
For assistants, who often manage schedules, recruitment processes, and policy communications, these cultural dynamics aren’t abstract—they’re part of our daily workload. Ensuring meeting times respect flexibility, supporting leaders in implementing parental leave policies, or even raising awareness of inclusive practices can all make a difference.
Gender segregation remains entrenched across industries, with WGEA data showing nearly half of Australian workers are in sectors dominated by a single gender. Roles in care work, for example, continue to be undervalued, with low pay and poor conditions limiting diversity. On the other hand, women are still underrepresented in higher-paid, male-dominated fields.
Why balance matters
The implications of gender segregation ripple across pay equity, recruitment, and even business performance. Female-dominated roles tend to be paid less, feeding into the gender pay gap. Meanwhile, industries with strong gender imbalances face tougher recruitment challenges and talent shortages—something executive assistants may feel directly when coordinating hiring processes or onboarding.
Playing a role in change
Geraghty emphasised that organisations have a responsibility to tackle segregation by:
- Reviewing recruitment and performance systems for bias
- Offering and normalising flexible work policies
- Encouraging men to take on more caring responsibilities through parental leave
Government action, such as lifting wages in highly feminised industries, is also helping, but the workplace culture piece remains critical—and that’s where assistants often have influence.
By supporting inclusive practices in the everyday flow of work, executive assistants can help leaders create an environment where both men and women thrive. As Geraghty put it: “Reducing gender segregation isn’t just good for individuals or businesses—it’s good for the economy as a whole.”
