Michelle Redfern’s Post

Strategic networking is one of the keys to women leaders reaching their full potential. But not all networks are created equal. While a recent Kellogg article highlights how women need different types of networks than men, IMO it doesn’t emphasise one crucial factor enough: networking is STRATEGIC when it’s aligned with leadership and career goals. Close-knit circles of friends are valuable for support, but they can also create echo chambers, limiting opportunities for growth and new insights. Women need expansive, strategically diverse networks that span industries and perspectives to truly advance in leadership roles. Challenge yourself: Is your network expansive enough to advance your career and your organisation? #Leadership #WomenInLeadership #NetworkingIsWorking https://bit.ly/4dA4JkH

Ambition is not a dirty word for women. This is why 👇🏻

Q: What is the difference between assertive and aggressive? A: Your gender. There is a double standard that judges women more harshly than men for the same behaviours. Not new news to the women reading this. My view is that women can be assholes too. My thoughts. #GenderBias #DoubleBind

I love talking to my colleague, mentor and friend, Susan Colantuono, any time. Her wisdom and guidance are primo! This time, you get to listen in to one of our D&Ms. :-) #WomenInLeadership

If you’re serious about closing the gender gap in your organisation, proactively invest in return-to-work programs like Commonwealth Bank’s Career Comeback Program. Initiatives like this open doors for talented women returning after career breaks, helping them re-enter senior roles without sacrificing pay or seniority—and making a real difference in closing the gender pay gap. What’s working: • Program Structure: 12-week paid program providing coaching, upskilling, and mentoring. • Proven Success: 24 of 25 participants secured roles post-program, prompting CBA to double its cohort for 2024. • Gender Pay Impact: Targets pay disparities by helping women return to higher-paying roles in leadership. • Expansion: Now includes roles like senior business analyst and project manager with flexible options starting in 2024. 🎺Leadership Call to Action: Don’t wait—introduce return-to-work initiatives to tap into under-utilised talent, hard to reach communities and elevate more women into leadership. Programs like these are a meaningful step toward reducing the gender gap and supporting long-term workplace gender equality. #WomenInLeadership #AdvancingWomen

#CoachTheCoach 👇🏻

Despite the massive growth of women's sports in recent years, the investment from Fortune 500 companies remains surprisingly low. This underinvestment is a missed opportunity for corporations that could tap into a passionate and growing fan base while also advancing gender equity in sports. Here’s what’s important 👇 🔴 Under 1% of Fortune 500 sponsorship dollars go to women’s sports, despite a steady increase in viewership and cultural impact. 🟢 Investment in women’s sports can create long-term brand loyalty and attract a more diverse audience (and their wallets!) 🟢 Michele Kang's recent $50M investment in a global organisation for women’s soccer is a prime example of what’s possible when leaders commit to equity and growth. This move aims to raise the profile of women's soccer globally and signals the sport's business potential. Fortune 500 companies need to be bolder and braver to contribute to closing the sponsorship gender gap. They should follow Michele Kang’s lead and invest more significantly in women’s sports. This is not just a social issue, but a genuine business opportunity. #WomenInSport

Despite the increasing anti-ESG sentiment in the U.S., Australia's corporate world appears to be largely commiting to ESG goals. With an arguably more balanced and less ideologically divided political environment, Australian companies and investors are able to take a rational, long-term approach to sustainability. This creates a more stable regulatory framework that prioritizes the intrinsic value of ESG, rather than its political implications. Similarly, many organizations are continuing to prioritize ESG's "cousin"—Diversity, Equity, and Inclusion (DEI). A recent LinkedIn poll I conducted showed that 72% of respondents saying that their companies have either maintained or increased their focus on DEI in 2024, demonstrating a clear commitment to building inclusive workplaces. So this, along with Australia’s strengthening of legislation and policy related to creating and sustaining safe, inclusive and respectful workplaces feels like good news. Am I on the money here? Or way off? Please share.